Background Checks

Nolle Prossed is from the Latin term “Nolle Prosqui” meaning “We shall no longer prosecute.” Generally, it is a decision by the prosecution that there is insufficient evidence to pursue the case. It is often used in plea bargains. The prosecution decided not to prosecute a criminal case. A ‘dismissal’ may be ordered by the court when the court decides that the case, for any of a number of factors, including lack of witnesses, an offer of restitution, community service, lack of evidence, etc., will not go forward. Depending on state law, dismissed and/or Nolle Processed charges may or may not be reported on pre-employment screening reports.

• Set up your background screening account by clicking on National Sex Offenders Registry
• Download the Candidate Records Release Authorization form and have your applicant complete it for you. This is a legal requirement of the Fair Credit Reporting Act (FCRA). NCS does ask that you keep this signed release on file for 5 years for audit purposes.
• Select the items you wish to have searched. The minimum package includes a SSN trace/address verification plus a criminal records search in one jurisdiction.
• A typical search is returned within 3 business days – you are notified via email. You will log in to view the completed report. Canadian searches and civil records searches will require additional time.

Unless the individual was tried and convicted as an adult, records of convictions prior to the age of 18 are unavailable.

NannyVerify regrets we cannot provide access to individual credit reports via our website. Families desiring this information should contact a reputable credit reporting agency directly. Be advised, however, that all of the credit bureaus have tightened access to this information and will no longer accept residential based businesses (for us this means families) as users. Because of this added level of credit bureau security we are unable to offer these checks. Our recommendation would be if this is important to your job staffing (a personal assistant who will have access to your bank funds for example) you may request that the applicant obtain their own credit report directly.

The following are some suggestions.

• Have the nanny/care giver complete a formal job application and either fax or mail it to you.
• Require that the caregiver show you original documents confirming her identity: drivers license, passport, college ID card, etc. At least one document should have a photo. Do not accept photocopies as these can disguise alterations.
• Establish chronology of work and education history. Look for unexplained gaps. If significant gaps exist, ask the candidate to help ‘fill in the blanks.’ Make sure the candidate’s history is in month/year format. Ask probing questions – often gaps indicate a prior poor employment experience, but they can signal a myriad of other problems.
• Personally contact all references and verify all prior employment. References from teachers and clergy are encouraged, and are often the only real references the younger candidate may have. Follow up on all written references with a telephone call if possible, or better yet try to meet the person informally for coffee to chat. People may be reluctant to admit to concerns on paper, but will sometimes share them ‘off the record’. Experts suggest that you attempt to get an additional reference for your candidate from their chosen references. A question like “Do you know anyone else who might be able to give me a character reference on Susie?” will often elicit a name and number of someone who has not been briefed by the candidate ahead of time.
• Check DMV records, even if the nanny or senior caregiver will not be driving. Either require that the nanny provide you an original, current DMV record or order this search independently as part of the criminal background check.
• Verify education. Candidate can send you copies of transcripts or diploma. If you can, talk to a teacher or administrator that knows her.
  TRUST YOUR INSTINCTS. Don’t worry that your spouse or coworker might think you are paranoid. If your gut says there is something wrong, move on to other candidates.

DO NOT…

• Employ a nanny or senior caregiver without checking references and employment history.
• Ignore unexplained gaps or discrepancies in work and education history – always check them out until you are completely satisfied.

Our partners provide a quick turnaround time that is typically 1-3 business days to ensure you can proceed with your hiring quickly, without compromising on thoroughness.