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Frequently Asked Questions

Q: What is the turnaround time for results?
A: Times will vary, but most reports will be completed instantly to within 24-48 hours.  Reasons for taking longer include the availability of a reference, the verification of criminal records, and the complexity of the background check.

Q: Do I need a signed release from every applicant?
A: Yes. True Hire requires a signed release for every service from each applicant. Your organization can have the applicant sign a printed release form, or the applicant can sign the digital release form when logging into the system.

Q: Should I use a database for criminal searches?
A: Databases are not nearly as accurate and reliable as a hands-on county level criminal search. True Hire offers a database product that is as good as any in the industry, known as TrueCrim (National Criminal/ Sex Offender Search). We highly recommend this product as an add-on, never a substitute for a hands-on county record search. If we locate a criminal record, we will verify the record at the courthouse.

Q: How can I submit background check requests to True Hire?
A: True Hire supports a number of methods to make your job easier. Applications can be submitted online through our secure portal or sent to us by email, mail or fax.

Q: Can True Hire help with FCRA compliance and other government regulations?
A: Yes. True Hire can advise you and provide all of the necessary forms as well as offering our full service compliance packages where we do it all for you and take any of the guesswork out of staying legal. Should you reject an applicant based on the results of the background check, True Hire will help facilitate the legal compliance and notify the applicant.

Q: Why do I need my applicants’ date of birth?
A: Most court records are stored primarily according to name and date of birth. Social Security numbers are not included in most criminal records. It is therefore much faster to search when we have a date of birth.

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Nanny Interviewing Tips

nanny holding infant

1. Develop a list of questions to ask every applicant. This will help you maintain a uniform evaluation.

2. Require all applicants to bring a resume or employment history for the last five to 15 years (depending on their age).

3. The interview process should consist of at least two (preferably three) interviews:

-The first should not include the children and should involve covering the bulk of your questions.

-The second interview should be at your home with all family members present.

4. If you are still interested in the applicant, running a background check is the next step. If she hesitates or says no, you should rule her out as a potential candidate.