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When choosing to open a daycare center, it is essential to conduct preemployment background screens. There are two main reasons for performing this step. The first reason is to verify that the person applying for a position within your child care center is who they claim to be. The second reason is to research any criminal history that may pose an issue to the children and staff of your daycare facility. Many preemployment background checks are also used to determine if an individual has used recreational drugs by way of a standard drug test. Preemployment background screens are essential to any business when looking to avoid legal challenges.

The first thing you do when someone applies to work at your new daycare business is to have a background screen contract to hand. The candidate should be informed of the purpose of the contract i.e. they are giving you permission to conduct a background investigation on them. You may, like many companies, provide an option for them to consent to a drugs test. Considering the nature of your potential business it is advisable to include said drugs test. The safety of the children is paramount.

Naturally, due to time constraints on you and the specialized nature of the background checks you will need to outsource to a dependable company. Many of these companies offer discounts to new businesses, and businesses that deal with children, such as a daycare. Check with existing, reputable daycares what companies they use and what rates they are paying. You should also contact the insurance provider of your daycare center to determine if you can receive discounts on your insurance costs due to the fact that you implement background checks on all candidates.

You must understand though that when conducting preemployment background screens there is certain information that you are not permitted, by law, to use in determining an individual to be worthy of employment. For example you cannot use a disability as grounds for unsuitability. Other examples of items that should not be used in determining employment at your new child care center include previous debts, low credit scores, and medical conditions. However, you need to assess the overall welfare of your daycare center when considering any of the above because if they were to pose a significant danger to any aspect of your business or the people therein i.e a severely contagious disease, then you may have grounds for not hiring the candidate.

Realize that timing is vital when organizing your background checks for potential employees of your new daycare business. The results may take up to two weeks to return although many companies may respond in as little as three days. However, these services will be relatively more expensive. So, plan your recruitment drive with this point in mind. It is important for you to place the returned screening in a file designed to track documents on that particular person in your daycare center. This is sensitive and personal information so keep it in a secure place.

Finally, when opening your daycare center you should perform background checks on all employees not just those working directly with the children. So, you might consider your cook, administrator or janitor - anyone that will be working in your center with access to the children, however limited. Remember, the safety and welfare of the children is paramount at all times.