• Hipster going up stairs

    FBI's Rap Back Program Provides On-Going Status Updates

    Posted 02/24/2017 by Debbie Lamb, Junior Marketing Communications Manager

    A company invests a lot of time and money into hiring the right candidate and finding the person with the right fit for the company. What happens when the employee has worked for a few years? Is it worthwhile to perform ongoing screening to prevent a bad hire situation? Yes, it is! A routine background screening check will give an employer a one-time "snapshot" of their employee's past criminal history. The FBI has a background check program that has been running updated checks on a company that participates in the program. The FBI's Rap Back Program has been providing organizations enrolled in their program real-time notifications and updates of employees’ current arrests and charges.

  • Woman peaking over cube wall

    Screen Now, Save Later

    Posted 02/23/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Despite all the hiring committees, phone screening, in-person interviews, tests and other vetting methods, employers and recruiters can make bad hiring decisions. Finding the perfect candidate can be like searching for a needle in a haystack. For many employers, it's tempting to hire people without performing due diligence or background checks on the applicant. Yet, what happens if the job candidates turn out to be different from what you originally thought during the interview and hiring process? It is essential that you identify a bad hire before she or he becomes your new hire.

  • Lady Justice with scales

    NAPBS to File Amicus Brief for NY Court of Appeals Case

    Posted 02/21/2017 by Debbie Lamb, Junior Marketing Communications Manager

    The background screening industry is regulated by local, state and federal laws. These laws are continuously being created and revised across the country on all levels. For example, the city of Los Angeles enacted the Fair Chance Initiative on January 1, 2017 and the Equal Employment Opportunity Commission (EEOC) updated the guidance on National Origin Discrimination. Decisions made by lower and appellate courts can also affect aspects of the background screening industry. Sterling Talent Solutions is a member of many associations and organizations that keep an eye on court rulings that could impact the background screening industry. Sterling is an accredited member of the National Association of Professional Background Screeners (NAPBS), a non-profit trade association representing the interest of companies offering employment background screening services.

  • Happy woman shaking hands at meeting

    Talent Board Research Illustrates the Importance of Candidate Experience

    Posted 02/16/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Think back to your most recent hiring experience. What were the things that you remembered most? Did you have a positive or negative experience? There has been a greater focus on the candidate experience in the past year and it will only grow as more people share their job search and hiring experiences online and on social platforms. In today's social world, any impressionable experience (good and bad) can go viral in a matter of hours. Creating a good hiring experience, from filing out an application to onboarding and day-one activities, will positively affect an organization in revenue and brand reputation.

  • Young man and woman looking at papers

    Washington D.C. Council Passes Ban on Credit History Screens

    Posted 02/16/2017 by Debbie Lamb, Junior Marketing Communications Manager

    The beginning of the year has been very busy with changes in hiring and employment laws from stringent ban the box laws in Los Angeles to bills being introduced on the local, state and federal levels banning salary history. These changing laws impact the hiring practices of every organization, big or small.

  • Hands

    Screening and Onboarding: The Yin and Yang of Hiring

    Posted 02/15/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Before working at Sterling Talent Solutions, I had no knowledge about background screening and the steps that took place after I received my offer letter. I, like many people, had no idea about the importance of having the background consent form signed or filling out the Form I-9 form electronically and how that would make the transition to my first day on the job go smoothly. By working at Sterling, I have come to realize that background screening and onboarding are both very important aspects of the hiring process. Effectively and positively moving a candidate from the job offer to the first day is a major component of a good candidate experience. Having the right procedures in place will reduce inefficiency for Human Resources, the hiring manager and most importantly, the new hire.

  • Love spelled out on 4 hearts

    Keeping the "Honeymoon Period" Alive With Your Employees

    Posted 02/14/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Candidate retention and happiness in the workplace are two key components of a successful business. Companies realize that it is becoming increasingly more important to create a better candidate experience from the very beginning-starting with the hiring process, background screening, onboarding and first few months on the job. According to Talent Management and HR (TLNT), 33% of employees knew whether they would stay with their company long-term after their first week. It is crucial for employers to engage with new hires early and often with a specific strategy and goal in mind. From the employer point of view, 78% rank employee retention as important or urgent. Turnover can be one of the most expensive problems at a company; research on the costs of replacing an employee range from 20% of their salary to 150%, depending on how you calculate it. The cost of employee turnover and the benefits of having and retaining well-trained employees are top reasons for employers’ retention concerns.

  • Theater stage door

    Five Parallels of Theater Casting and the Candidate Experience

    Posted 02/10/2017 by Debbie Lamb, Junior Marketing Communications Manager

    To quote one of the actors trying out for a role in a play in the musical, "A Chorus Line": "Oh yeah: commercials. I almost got to squeeze a roll of toilet paper, but I lost out in the finals. Isn’t that something? Seventeen years in the business and I end up flunking toilet paper squeeze? And I was a dancing Band-Aid, that was fun." The concept is shockingly relevant to anyone who’s ever applied for a job and really wanted it. In most cases, your typical job interview doesn’t include having to sing and dance!

  • Colorful cut outs of people

    Recruiting in 2017: Jobvite and Sterling Talent Solutions present the New Normal

    Posted 02/02/2017 by Debbie Lamb, Junior Marketing Communications Manager

    The human capital management industry is exciting and ever changing. The New Year is off and we've already seen changes in hiring regulations, marijuana laws and background screening rules. There will be more modifications to come as the new administration and legislatures get into place. All of these changes have a major effect on the current job market and recruiting practices. In our latest webinar, Sterling Talent Solutions partnered with Jobvite to present on this very topic: "Recruiting in 2017: The New Normal." The presenters discussed a some eye-opening discoveries in Jobvite's recently released "Recruiter Nation Report 2016" and how these findings are important for recruiters, HR professionals and employment background screening companies.

  • Laptop hand on mouse

    Share Your Thoughts on Background Screening

    Posted 02/01/2017 by Debbie Lamb, Junior Marketing Communications Manager

    You're reading this blog, so clearly you’re interested in employment background screening. Would you be willing to share your expertise and insights with us?

  • Blocks with policies compliance

    The Revised Form I-9: Your Additional Questions Answered

    Posted 01/30/2017 by Patty Hanley, Director, Product Management

    Sterling Talent Solutions recently hosted the "Revised Form I-9" webinar to walk attendees through the changes made to Form I-9 (v. 11/14/16 N). Our presenters included Dave Basham, Form I-9 and E-Verify Subject Matter Expert (SME) from the Department of Homeland Security (DHS), and Patricia Hanley, Director of Product Management at Sterling Talent Solutions.

  • Army Reserves Award Soldiers Dress Cheering

    Sterling Talent Solutions’ Charles Cafaro Presented U.S. Army Reserve Patriot Award

    Posted 01/25/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Charles Cafaro, Assistant Vice President National Sales at Sterling Talent Solutions, was recently presented with the Patriotic Employer Award from the Employer Support of the Guard and Reserve Department (ESGR). Charles was nominated for the awards by Kyle Lobaugh, Sr. National Sales Executive and a member of the US Army Reserves. While he was unaware that the award was being presented to him, receiving the award was a very high honor and something he had never experienced in his 30+ year career.

  • Man in black suit in meeting

    Five EEOC Lessons Employers Need to Know

    Posted 01/20/2017 by Debbie Lamb, Junior Marketing Communications Manager

    The background screening industry is highly regulated by rules which protect both prospective candidates and the background screening companies. The industry is regulated by legislation on all levels of government from federal to state to local districts. The variety of rules can be overwhelming to an employer and if regulations are not complied with properly, an organization might have to deal with penalties. To ensure they respect the rights of applicants and employees, organizations should be aware of their obligations and develop background checking policies that take into account their particular needs, risk tolerance and legal obligations. The key to minimizing the legal risk associated with background screening checks, especially criminal record checks, is having a well-thought out hiring policy in place that accounts for applicable legislation and guidance from the Equal Opportunity Commission (EEOC)

  • Executives in meeting

    Culture Corner: 5 Tips For Leading Culture Change

    Posted 01/18/2017 by Julia Mair, CMO

    Over the past two years, we’ve acquired four companies. As a result, our company has more than doubled in size and with this kind of growth comes positive change. We’ve added hundreds of new colleagues, ramped up our technology stack and have rethought our internal processes to ensure customers are getting the best service possible. And while bringing multiple companies together is no easy task, we’ve continued to increase revenue, invest in our technology and create a thriving, sustainable organization from our robust organic and acquisitive strategy.

  • Speaking up at meeting

    Background Checks in Politics: Just as Important as in Business

    Posted 01/16/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Background checks are used by employers to look at a job candidate's past work and educational performance to identify potential hiring risks for safety and security reasons. There are many elements to background checks, but the basics include criminal background checks, drug testing and education and employment verification. Every company has a different approach, preference and requirement for conducting background checks. However, employers in all areas are looking for the most comprehensive picture of their candidates. When recruiting new employees, companies need additional information to help them verify they are making informed hiring decisions. In this way, performing proper due diligence in hiring includes screening potential employees.

  • Holding trophy

    Spotlighting Our Commitment in 2016

    Posted 01/12/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Sterling Talent Solutions provides hiring peace of mind by delivering a simpler, smarter background screening experience for employers worldwide. Our comprehensive suite of background screening solutions delivers accurate, reliable results and tools to maintain compliance throughout the hiring cycle. With 19 offices in nine countries, our team of more than 3,900 employees proudly serves over 50,000 customers around the world, including 25% of the Fortune 100!

  • Millennials with emojis background

    Social Media Screening: The Good, The Bad and The Ugly

    Posted 01/11/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Social networking is one of the most popular online activities with high user engagement rates and expanding mobile possibilities. According to estimates, the number of worldwide social media users reached 1.96 billion and is expected to grow to at least 2.5 billion by 2018. North America leads the way with the largest penetration of social media users at 59% followed by South America and Western Europe. Pew Research Center discovered that in the U.S., women and men use social media at similar rates and where you live no longer plays a large role in using social media. It is estimated that US social media users spend 216 weeks on social media on their smartphone, 53 weekly minutes on PC and 50 minutes per week on accessing social networks via tablet devices. With this in mind, it probably comes as no surprise that social media is playing an increasingly significant role in the recruitment process. How much should employers depend on these networks to source and screen potential employees?

  • Country flags

    EEOC Updates National Origin Discrimination Guidance

    Posted 01/09/2017 by Angela Preston, Senior Vice President and Counsel, Corporate Ethics and Compliance

    The American workforce is progressively becoming more diverse. According to the Equal Employment Opportunity Commission (EEOC), the largest percentages of immigrants to the U.S. are now from Asia and Latin America. Immigrant workers are represented in every occupation in the U.S. Because of this increasing diversity, the EEOC recently issued an updated guidance to inform employers and employees how it interprets, approves and/or disapproves of court interpretations of national origin discrimination cases. This is the EEOC's first update on the national origin guidances since 2002 and reflects the EEOC's strategic plan for the next four years, which will focus on protecting vulnerable workers, including immigrant, migrant workers and underserved communities with discrimination.

  • Erasing sad face writing happy face

    Promoting A Positive Experience for Rejected Candidates

    Posted 01/05/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Candidate experience will continue to be a major topic for companies and organizations for many years to come. There are many components to ensure job candidates have a great experience starting with filling out an application to onboarding. Employer brand works hand-in-hand with candidate experience. According to LinkedIn, "One of the best ways to improve your organization's employer brand as a recruiter is to provide a great experience for your candidates whether they are offered a job or not." Every candidate interaction reflects your employer brand. Think about a terrible customer service experience you've had. You're less likely to support an organization whose customer support department treated you poorly when you needed assistance, right? Employer relationships are no exception.

  • Green Cross

    Marijuana @ Work: Important Info for Employers

    Posted 01/04/2017 by Martin Murtland, VP of Product Management, Occupational Health Services

    The increase of daily use of marijuana has dramatically impacted the workplace. According to a recent study by the Substance Abuse and Mental Health Services Administration (SAMHSA), there is currently 22.2 Million marijuana users aged 12 and up. 25 states plus Washington D.C. have enacted laws allowing for the use of marijuana for medical purposes, while 4 states (AK, CO, OR, WA and Washington D.C.) have passed laws legalizing the personal use of this drug. There is legislation legalizing recreational and medical use of marijuana that is up for the vote in 8 more states this November. The legalization of marijuana use for medicinal or recreational purposes in many states across the United States has forced employers to review their workplace drug policies.

  • Child with scope and avator hat

    What Could 2017 Bring to the Background Screening Industry?

    Posted 01/03/2017 by Debbie Lamb, Junior Marketing Communication Manager

    It has been quite the year at Sterling Talent Solutions! We started off 2016 as SterlingBackcheck and ended the year as Sterling Talent Solutions after a successful merger with TalentWise in the beginning of the year. We acquired RISQ Group and Verified Person and grew to 20 offices in 9 countries with over 3,900 employees. Sterling is now trusted by over 50,000 clients worldwide, including 25% of the Fortune 100, screening 12 million candidates annually with more than 80 million searches.

  • EEOC Laws Capitol Building

    Fair Chance Initiative Goes Into Effect in LA

    Posted 12/30/2016 by Adam Nager, Senior Compliance Manager

    On December 9, 2016, the city of Los Angeles joined a growing number of American cities who have passed “ban the box” legislation, including Portland who recently adopted the law. Los Angeles Mayor Eric Garcetti signed the Los Angeles Fair Chance Initiative for Hiring, impacting employers and job applicants within the Los Angeles market.

  • US Screening Checklist

    U.S. Background Screening Policy Considerations Checklist

    Posted 12/22/2016 by Debbie Lamb, Junior Marketing Communications Manager

    I want to start off by saying that background screening was not something that I gave any thought to until I started working at Sterling Talent Solutions℠. Sure, I had heard of companies doing it, but thought of it more in relation to executives, the financial industry or classified government work and not for employees like me.

  • Ridesharing law updates GPS on dashboard

    States Propose Strict Ride-Sharing Regulations

    Posted 12/19/2016 by Debbie Lamb, Junior Marketing Communications Manager

    Ride-sharing services, such as Uber and Lyft, are transforming the way people think about getting to their destinations across the city or even just around a big city block. As ride-sharing services become more popular across the country, many states and cities are debating and enacting ride-sharing rules and regulations to protect the drivers as well as their passengers.

  • Man at white board

    Keep It Legal: Tips for Criminal Record Check Compliance

    Posted 12/16/2016 by Debbie Lamb, Junior Marketing Communications Manager

    From the Hippocratic Oath to the Fair Credit Reporting Act, every industry adheres to their own rules and regulations. The background screening industry is highly regulated as it has rules which protect both prospective candidates and the background screening companies. The industry is governed by legislation on all levels of government from federal to state to local districts. The bevy of rules can be overwhelming to an employer and if a regulation isn't followed properly, companies might have to deal with penalties. But background screening is not a nightmare some make it out to be - the key to minimizing the legal risk associated with background screening checks, especially criminal record checks, is having a well-thought out hiring policy in place that accounts for applicable legislation and guidance from Equal Employment Opportunity Commission (EEOC).

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