What the FCRA requires
- Use a consumer reporting agency (an FCRA-compliant background screening company), not a people-search site.
- Give the candidate a clear written disclosure, in a document by itself, that you will get a report.
- Get their written permission.
- Before deciding not to hire based on the report, give them a copy of the report and the FCRA summary of rights, so they can correct errors.
- After the decision, send an adverse action notice with the screening company's contact details.
Source: FTC, Background checks: what employers need to know. Some states add their own rules.
Confirm the candidate's identity
Private search. Nobody is notified.
What you can check yourself
- References: call them yourself; ask specific questions about reliability and safety.
- Identity: does the name, photo and phone number line up across public profiles?
- The national sex offender registry at NSOPW.gov.
- Certifications: CPR/first aid cards, nursing licenses on Nursys, or a home care agency's state license.
- Driving: if they will drive your children, a driving record check through a screening company (FCRA applies).
Red flags
- Unwilling to consent to a background check.
- References who are only reachable by text or cannot be verified.
- Overpayment or "send me a check first" schemes on caregiver job boards are common scams too.