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As with any job application, checking background and references is one of the best ways to learn about a candidate. Many first-time household employers are surprised at what can be determined by performing standard checks into an applicant’s background. But as technology grows and changes, new ways to screen household employees become available, which more and more employers are using to narrow down the search for a new employee.
Social Networking
One example is accessing social media networking sites to check a candidate’s digital footprint, such as Facebook, LinkedIn, and Twitter. According to a 2015 Harris Poll of hiring and HR managers conducted for CareerBuilder, 52 percent of employers use social networking sites to research candidates (a trend that has increased from 2014 and 2013) and 51 percent of them use search engines to do the same. Googling candidates may provide a wealth of information about what job applicants might have done or said or achieved in the past.
According to the same survey, here are some things employers are attempting to investigate via social media and search engine research:
- 60 percent are looking for information that supports their job qualifications
- 56 percent want to see if the candidate has a professional online persona
- 37 percent want to see what other people are posting about the candidate
- 21 percent admit they are looking for reasons not to hire the candidate
The survey revealed that employers use online research of a candidate’s digital footprint both to persuade them to hire a candidate (such as supporting background information that qualifies them for the job, an online personality that is a good fit, a professional image, good communication skills, and creativity); and to support them rejecting a candidate (such as provocative or inappropriate photographs, evidence of drinking/drug use, bad-mouthing previous employers, poor communication skills, and discriminatory comments related to race, religion, gender, etc.).
However, a word of caution: an employer must be very careful not to discriminate against a candidate according to the law. The problem with researching the candidate online is that the employer can inadvertently allow prejudice and bias to influence the decision. It is also worth remembering that a candidate has a professional and personal life, and therefore an online persona might not truly represent the candidate’s character strengths and weaknesses. Before doing any background check, it is advisable to obtain prior written consent with a signed release from the job candidate.
Nanny Spies
During the past several years or so, a cottage industry has developed to investigate household help. Called nanny spies, the new trade arose to alleviate parents’ fears for their children’s and home’s safety and welfare. Nanny spying includes performing extensive background checks, investigations, and surveillance of nannies at work via detective teams and/or nannycams.
According to the NY Post (2015) and NBC News (2016), nanny spies:
- uncovered falsified references, sexual misconduct charges, and prior fraud and grand larceny arrests
- witnessed a nanny drinking on the job and taking her charge with her to a liquor store, a nanny napping in the park as a child played, a nanny leaving a child alone outside while she went shopping, and another nanny waiting to respond to a crying child for more than 40 minutes
- exposed a nanny who stole and then sold a family’s prescription medications
Remember, the person who will be caring for your children is the most important person you will ever hire, so make sure you are diligent in your background checks to ensure your family’s safety.
For more information, download our Background Checks for Household Employees, or contact us at (800) 929-9213.
The information above comes from the brand new 3rd edition of How to Hire a Nanny, the comprehensive guide to hiring household help, written by GTM’s founder and CEO Guy Maddalone. Order your own copy today.
