• View out of the box

    Ban the Box: Where Are We Now?

    Posted 05/03/2017 by Debbie Lamb, Junior Marketing Communications Manager

    You hear it in the news every day…everyone has an opinion about what is going on in the country and there seems to be a complete split between political parties on pretty much every issue. But, there is one law that is getting bi-partisan support across the country: Ban the Box laws. These laws started going into effect in 1998 and have exploded in popularity in the last three years. Sterling Talent Solutions hosted a webinar entitled "Ban the Box" in 2017: Where Are We Now? William Greenbaum and Julie Levinson Werner of Lowenstein Sandler, LLP discussed the latest information on state and local ban the box legislation.

  • CTRL.ATL. HACK at Sterling

    CTRL.ATL.HACK: Sterling Talent Solutions in Atlanta Hosted Its First Technology Hackathon

    Posted 04/13/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Have you heard of a hackathon? If you were a computer programmer, you know all about what this word means and you even might have participated in a few for fun (or for business) in your college years and business career.

  • Sterling Welcomes Tom Burke

    Sterling Talent Solutions Welcomes Tom Burke as COO

    Posted 04/11/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Sterling Talent Solutions is pleased to welcome Tom Burke as our new Chief Operating Officer (COO). Clare Hart, CEO of Sterling shared in the announcement to the company, “The role of COO is increasingly critical to our success as we look to strengthen, automate and innovate our organization everywhere. Tom brings both operational excellence and decisive leadership experience to Sterling. His energetic and collaborative style will help us break down silos and realize our ambitious goals more quickly.”

  • Two men and a woman looking at a laptop

    SterlingONE Brings Ease to Background Screening

    Posted 03/30/2017 by Debbie Lamb Junior Marketing Communications Manager

    Employee screening and onboarding new hires can be complex and time-consuming. With regulatory landscapes and the need to get good candidates in the door faster-streamlined, agile technology and processes are a daily requirement. Sterling Talent Solutions offers bundled solutions that are designed to meet the screening and onboarding needs for your company. From the essentials, including criminal background checks, drug and health screening and easy-to-navigate candidate and employee portals and workflows, to ultimate solutions including Form I-9, new hire and custom forms we have the hiring process covered from end-to-end.

  • Walkers in a blur

    Overcoming the Challenges of Background Screening for the Staffing Industry

    Posted 03/28/2017 by Debbie Lamb, Junior Marketing Communication Manager

    The rise of the contingent or temporary workforce is upon us and will continue to grow as the economy continues to change. The temporary workforce is a major driver in the gig economy, a growing economic force which accounted for 30% of new jobs and created income sources for 2.1 million people in the U.S. between 2010 and 2014. Intuit forecasted that the gig economy would reach 7.6 million people by 2020. The US economy has changed dramatically over the last 50 years from employment in large organizations to an increased reliance on temporary or contracted labor.

  • Multi colored rope in a knot

    Complexities of Employee Screening and Onboarding

    Posted 03/20/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Have you had to get a background check? I hadn't until I was hired by Sterling Talent Solutions last year. To be honest, I was nervous, not because there was anything in my background that would have a red flag, but because I didn't know the background screening process and what was needed to complete the background check. I had many questions swirling around my head: What paperwork would I need? Did I have enough reference information? How could I get hiring or payroll documentation from a company that is now closed? How do you get a drug test? How long will the process start? If I didn't have the information would it delay my hiring?

  • Two women bright colors high fiving

    Transparency Equals Positive Candidate Experience

    Posted 03/08/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Ride-sharing companies have changed the way we get around major cities as well as simplified the transportation user experience. The process to order a car is quick and easy through the ride-sharing application. You find out your driver's name, what type of car they will be driving and when they will be arriving all in one simple application. People aren't happy about having to slog through poorly designed websites or apps anymore. Companies like Uber and Lyft are driving demand for white-glove services and full transparency, transforming the age-old experience of hailing a cab into a less anxiety-inducing and more human experience. These expectations have even made their way into the employment process, where the war on talent is won by employers and technology providers working together to deliver an experience that meets the candidate's expectations.

  • Judge gavel

    Ninth Court Finds That Liability Waivers Must Be Removed from Background Screening Disclosures

    Posted 03/06/2017 by Joe Rotondo, Vice President of Compliance

    There are many laws that govern the background screening industry. These laws and regulations, which can come from all levels of the government, are designed to protect prospective candidates. There are also court findings which are very important to understanding these laws and how they affect employers. One of these findings recently came down from the Ninth Circuit Court. The court ruled that an employer's inclusion of a liability waiver in a background check disclosure is a willful violation of the Fair Credit Reporting Act (FCRA). The court stated that a background check disclosure form which included a liability waiver violated the FCRA. This is an important finding and will affect any third party company who performs background screening.

  • Office celebration with confetti

    Sterling Talent Solutions Wins Global Sales Team of the Year Stevie Award

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

    We are very proud to announce that Sterling Talent Solutions was recently awarded a Gold Stevie Award for Sales and Customer Service for Global Sales Team of the Year. The Stevie Sales and Customer Service Awards honors the world's best in customer service, contact center, business development and sales professionals. The global sales award categories recognize sales teams whose industry, client or other focus has a global scope. Winning a Stevie Award is a great way to benchmark an organization's achievements against others in the same industry. In 2015, the Sales and Customer Service Award attracted more than 2,100 nominations from more than 30 countries.

  • 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.

  • 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?

  • 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.

  • 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.

  • 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.

  • 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).

  • Newspaper stack coffee

    The Top Five Blog Posts For 2016

    Posted 12/15/2016 by Debbie Lamb, Junior Marketing Communications Manager

    As 2016 comes to a close, I find myself asking, "Where did the year go?" Between the meetings, acquisitions and mergers and product updates, we've had a packed year - oftentimes reflected in our company blog. We have shared the exciting news of our merger with TalentWise in the beginning of the year to rebranding our name to Sterling Talent Solutions in June to sharing the latest human resources and background screening industry information all year long. We compiled a list of the top five most popular and highly read blog posts (in no particular order) of the past year just in case you missed them.

  • Americans Desire Safety This Election Season

    Posted 11/01/2016 by Debbie Lamb, Jr. MarComm Manager

    Election Day, Tuesday, November 8th can’t come soon enough. We are down the stretch of this crazy and unpredictable presidential campaign season. The country continues to be as divided as ever and will be throughout the election process.

  • California Bans Employers from Asking for Juvenile Criminal Records

    Posted 10/20/2016 by Debbie Lamb, Junior MarComm Manager

    If you are applying for a job in California, you should be aware that there are many laws and regulations protecting personal and criminal history under both federal and state laws. California employment background checks are performed differently than in the other 49 states. Along with the Fair Credit Reporting Act (FCRA), which regulates the background screening industry, employers in California must comply with other unique regulations or risk up to $10,000 in penalties. A new amendment to the California Labor Code was signed by Governor Jerry Brown in late September. This amendment, A. B. 1843, prohibits employers from considering certain juvenile records for employment purposes.

  • Corporate Event Screening & Survival Guide

    Corporate Event Screening & Survival Guide

    Posted 10/17/2016 by Debbie Lamb, Jr. MarComm Manager

    There is always something to plan for in the business world from in-house events, product launches or tradeshows to big holiday parties. Being able to put together events, both large and small, requires a lot of talent, patience and organizational skills. If you are a corporate planner, you know that you require help from many aspects of your company from hiring the right event staff to marketing the event. Being organized is the key component for having any big event become a success. Just imagine how organized the event planners for a worldwide event, like the recent Rio Olympics had to be! From big events to small, knowing organizational essentials is critical for an event planner.

  • Fingerprints vs. Name-Branded Background Checks

    Fingerprints vs. Name-Branded Background Checks

    Posted 10/12/2016 by Debbie Lamb, Jr. MarComm Manager

    There have been a lot of conversations about the use of fingerprinting screening in the ride-sharing industry, particularly with the recent announcement from Uber that they are requiring their drivers to take selfies for added security and by recent laws passed in California requiring stricter criminal background check requirements. Fingerprinting has always been considered the best solution for criminal background check information, but it has many limitations for employee screening. Comprehensive name-based background checks are a better alternative for a more thorough, wide-reaching and up-to-date screening process.

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