Your errand service team is only as trustworthy as the people you hire—one bad actor can tank your reputation in days. Clients are handing you keys, access codes, and payment information, so vetting isn't optional; it's your competitive edge. Here's how to build a screening process that protects your business and keeps customers coming back.
Why Vetting Matters for Errand Services
Unlike many service businesses, errand running puts your team directly into clients' homes, vehicles, and personal spaces. A single incident—a missing item, a breach of privacy, or a missed appointment—spreads fast through word-of-mouth and online reviews. Proper vetting reduces liability, builds customer confidence, and gives you defensible documentation if disputes arise.
Strong hiring practices also signal professionalism to potential clients. When you can honestly tell prospects that your team is background-checked and verified, they're more likely to book and to recommend you to others.
Essential Screening Steps
Background checks are non-negotiable. Partner with a third-party screening service like Checkr, Stirling, or GoodHire—budget $25–$75 per candidate. Run:
- Criminal history (7-year lookback minimum)
- Driving record (critical for errand services involving vehicles)
- Reference verification from at least two prior employers
- Address history for the past 5 years
Credit checks aren't always necessary but matter if your team will handle financial transactions or access client bank accounts. This requires explicit consent and compliance with fair credit reporting rules.
In-person interviews catch details algorithms miss. Ask specific scenario questions: "A client's package arrives damaged. Walk me through how you'd handle it." Listen for accountability and problem-solving, not just smooth answers.
Documentation and Compliance
Keep detailed hiring records for at least three years. Document:
- Date and type of each background check
- Results and any red flags reviewed
- Your decision and reasoning if you rejected a candidate
- Training completion (see below)
This paper trail protects you legally and demonstrates due diligence to clients and insurers.
State-specific rules vary. Some states require specific disclosure language before running checks; others have "ban the box" rules limiting when you can ask about criminal history. Spend 30 minutes reviewing your state's employment laws or consult an HR attorney ($200–$400 for a quick review).
Training Before First Shift
Don't send someone into a client's home untrained. Your onboarding should include:
- House rules and privacy expectations (don't snoop, don't move things without asking)
- Payment and cash handling procedures
- What to do if something is damaged or lost
- Emergency contact protocols
- How to respond to client complaints
Create a one-page checklist and have new hires sign off. This becomes evidence that you set clear standards.
Ongoing Vetting and Monitoring
Vetting doesn't stop after hire day. Monitor team performance through:
- Client feedback and ratings (if you use a platform)
- Spot checks of completed errands (did they actually get what was ordered?)
- Mystery shopping or periodic client interviews
- Repeat background checks annually or every two years (optional but recommended for high-trust roles)
If a team member has multiple complaints or misses appointments, act fast. A probationary period or reassignment is cheaper than a lawsuit.
Insurance and Liability Coverage
Verify that your business insurance covers your team's actions. General liability policies typically run $300–$800 annually for small errand services. Some insurers require proof of background checks before issuing a policy. A few ask for bonding on team members who handle cash or valuables—budget $15–$30 per person annually.
Call your agent and ask: "Are my employees covered if they damage a client's property while running errands?" Don't assume.
Getting Found and Growing Your Team
As you scale, you'll need a way for clients to discover your vetted, reliable team. Listing your service on Mercoly helps you get found by leads actively searching for errand help, win consistent bookings, and even sell add-on products or packages that differentiate you from competitors.
Frequently Asked Questions
Q: How long do background checks take? Most third-party services return results in 3–5 business days; some offer 24-hour expedited options for a small fee ($10–$20 extra).
Q: Can I legally ask applicants about past criminal convictions? It depends on your state's "ban the box" laws, which vary widely. Generally, you can run a check, but timing and how you use the results matter; consult your state's labor department or an HR attorney to stay compliant.
Q: What's a red flag I should never ignore? Any inconsistency in employment history, references that won't return calls, or a candidate who becomes defensive about a background check is worth investigating further before hire.
Start building your vetting process today—your clients and your bottom line will thank you.