Why checks matter in private recruitment
Private recruitment often involves access to homes, children, travel plans, confidential information and family life. Careful checks are therefore not an administrative extra; they are part of a responsible hiring process.
The right level of checking depends on the role. A maternity nurse, nanny, housekeeper, Private PA and family office assistant may each require a different combination of references, identity checks, right to work confirmation, qualifications and DBS screening.
References should be specific and recent
References should explore the setting, duties, reliability, discretion, communication, standards, boundaries and reason for leaving. Generic written references are rarely enough for high-trust appointments.
Where possible, verbal references with recent employers provide more useful context. Ask for examples of how the candidate behaved when the role was busy, sensitive or emotionally demanding.
DBS and background checks
DBS checks can be relevant for roles involving children or vulnerable people, but they should be handled proportionately and transparently. Families should understand what a check does and does not confirm.
Right to work, identity, qualifications, training certificates and driving documentation may also be appropriate depending on the role.
Confidentiality and privacy
Checks must be balanced with candidate privacy and data protection. A professional process explains what is being checked, why it is relevant and how information will be handled.
For clients, this builds confidence. For candidates, it creates trust in the process.
Leaman Consulting’s approach
Leaman Consulting supports clients with structured referencing, careful screening and practical advice around the checks most relevant to each appointment. The aim is to help clients make informed decisions while treating candidates fairly and professionally.
Checks to consider
- Recent verbal references relevant to the role.
- Identity and right to work checks.
- DBS checks where appropriate.
- Qualification, training or driving document verification.
- Clear trial, confidentiality and contract expectations.
Frequently asked questions
Are DBS checks required for nanny roles?
DBS checks are commonly relevant for childcare roles. Families should seek the appropriate level of check and understand its scope.
Are written references enough?
Written references can help, but verbal references usually provide better context for private appointments.
When should checks happen?
Checks should be planned before appointment and completed at the appropriate stage, usually before a candidate starts or as part of agreed onboarding.
Related guidance from Leaman Consulting
- Childcare and Education recruitmentFor nannies, maternity nurses, governesses, tutors and private education appointments.
- Household and Estate recruitmentPrivate household, estate and residence staffing led by Celia Harmston.
- Family Office and Private PA recruitmentConfidential support hiring for Principals, founders, private offices and family offices.
- Executive Assistant & Business Support recruitmentSpecialist hiring for EAs, PAs, office management, HR and business support.
Useful external resources
- Disclosure and Barring Service guidanceOfficial UK guidance on DBS checks and safeguarding.
- ACAS employment adviceUseful guidance on employment expectations, contracts and workplace practice.