• Team looking at postits on window

    Checklist for Selecting the Perfect Background Screening Platform

    Posted 05/15/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Running an HR department is not an easy task. Shifting priorities, employee demands, recruiting changes and new technologies demand more and more attention of today's HR professionals. These internal issues do not even take into account the changing applicant demands in a candidate-driven job market. As the battle for high-performing talent increases, employers can no longer afford to have anything less than a consistent, personalized and seamless experience for their candidates. Great hiring experiences start with the technology used in an organization's background screening and onboarding platform.

  • Four people around a laptop

    Questions to Consider When Assessing a New Background Screening Platform

    Posted 05/08/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Today, HR professionals have continually shifting priorities, internal demands, technology upgrades and changes to the job market as applicants demand a transparent, personalized and seamless candidate experience from the moment they hit your career page to their first day in the office. As the battle for high-performing talent increases, employers can no longer afford to have anything less than a consistent and personalized experience for their candidates. Great hiring experiences start with the technology used in an organization's background screening and onboarding platform.

  • Raising hands

    Your FCRA Questions Answered

    Posted 04/21/2017 by Debbie Lamb, Junior Marketing Communications Manager

    Before I started at Sterling Talent Solutions, I didn't know much about background screening. I'm still learning the ins and outs of the processes, but I have come to realize that screening is a critical part of the hiring process. I also learned that background screening is a very highly regulated industry. And while it's just one step in the hiring process, it's a very important one. Businesses want to make sure that they are hiring the right people for their company. Employment screening gives employers peace of mind that they are hiring the right candidate for the job with as quick of turnaround as possible.

  • Man and woman in red chairs

    HR Professionals Voice Strong Support for Mandated Form I-9 & E-Verify Systems

    Posted 04/07/2017 by Debbie Lamb, Junior Marketing Communications Manager

    It's the first day of a new job. You are already nervous about starting at a new job, finding your way around a new office, meeting new people and taking on new challenges. It might just be me, but one of my biggest worries was making sure that I had my "documentation" (My driver's license, passport or social security card) with me to prove that I am eligible to work in the United States. I was always afraid if I didn't give this to the hiring or HR manager, I wouldn't be able to work. I always wondered if there was a way to make this process less stressful!

  • Man and woman looking at a document

    Leveraging Technology for The Continually Changing Regulatory Landscape

    Posted 03/22/2017 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 the rights of applicants and employees are respected, 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 rules under the Federal Credit Reporting Act (FCRA) and the Equal Opportunity Commission (EEOC)

  • 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.

  • 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!

  • 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.

  • Man wtiting on notepad

    Important Form I-9 Updates You Need To Know

    Posted 12/12/2016 by Patty Hanley, Director - Product Management

    On November 14, 2016, the USCIS published a revised version of Form I-9. USCIS first published a draft version of the new revised Form I-9, allowing 60 days for public review and comment. On March 28, 2016 USCIS published an additional 30-day notice inviting the public to comment on proposed changes to Form I-9. On August 25, 2016, the Office of Management and Budget (OMB) issued its approval for the final version of the new revised Form I-9 (v. 11/14/2016 N), which goes into effect on January 22, 2017.

  • U.S. Congresswoman Introduces Bill Banning Salary History

    U.S. Congresswoman Introduces Bill Banning Salary History

    Posted 09/28/2016 by Debbie Lamb, Jr. MarComm Manager

    We all know that looking for a job, filling out applications and going on interviews is stressful. There are many questions that are asked in the application and interview process which could help or hinder our chances to moving along on the next step in the hiring process.

  • Your Top 9 Questions on Form I-9 Remote Hiring Answered

    Posted 11/13/2015 by Patricia Hanley

    One of the greatest challenges employers face in managing the Form I-9 process is making sure their forms are compliant for remote employees who may work many miles from the nearest corporate office. Employers often do not have the time or resources to send a hiring manager to the remote employee or fly the employee to headquarters to complete the Form I-9. Organizations that hire employees remotely risk non-compliance if new hires complete the Form I-9 without proper guidance.

  • Top 10 Questions About I-9

    SterlingBackcheck Answers Your Top 10 Questions About Form I-9

    Posted 07/13/2015 by Patricia Hanley

    If you find the Form I-9 process and regulations around it a little hazy, rest assured that you're not alone. It's one of the areas that employers find the most difficult to grasp and we're often asked how to make the process more consistent, convenient and compliant.

    We recently held a webinar on I-9 Audits, which focused on current case studies, what employers can learn from them, guidelines for self-auditing and how to reduce the risk of violating Form I-9 regulations. The webinar offered participants an opportunity to ask questions and one thing was very clear - many employers had valid questions about the I-9 process and how to prevent penalties in the event that they're audited.

    Here is a recap of some of the 10 most common questions about Form I-9 from employers like you:

  • Verify Employment and Education in Hours, Not Days | SterlingBackcheck

    Verify Employment and Education in Hours, Not Days

    Posted 02/19/2015 by Roland Lessard

    In a competitive job market, the temptation to exaggerate a job title, pad employment dates, or enhance education credentials to land a lucrative interview can outweigh a candidate's morals. In fact, 33% of employers say that they've seen an increase in résumé embellishments since the recession.  At SterlingBackcheck, approximately 30% of the verifications conducted contain red flags regarding past employment and education.

  • How To Spot A Diploma Mill Like A Pro

    How To Spot A Diploma Mill Like A Pro

    Posted 12/10/2014 by Roland Lessard

    If you're a hiring manager, a competitive job market might sound like music to your ears. With some basic recruiting and an online job posting, your inbox is instantly flooded with résumés and thoughtful cover letters from hopeful applicants. In fact, you might even receive a few applications from some seriously overqualified job seekers. However, a competitive job market also means that you may need to apply a little more due diligence. After completing countless online applications and attempting to connect with one too many recruiters on LinkedIn, some desperate applicants opt for the cheap and easy leg up by reaching out to - you guessed it - a diploma mill.

  • Résumé Lies on the Rise | SterlingBackcheck

    Résumé Lies on the Rise

    Posted 10/28/2014 by Roland Lessard

    The job market is competitive and for those looking for their first real job or an upgrade on their current position, making a résumé to stand out in the pile isn't easy. As a hiring manager, surely you've seen some creative attempts to grab your attention. Like the applicant who printed their résumé on florescent green paper. Or the one who included an 8x10 professional headshot with their application for an entry-level call center position. Maybe you're one of the lucky ones who received a job application carefully handwritten in calligraphy and enclosed in an envelope with a wax seal stamp (true story).

  • The Perils of Faked Resumes

    The Perils of Faked Resumes

    Posted 05/27/2014 by Roland Lessard

    The recent conviction of 39-year-old New York portfolio manager Mathew Martoma for insider trading has reminded hiring managers everywhere of the dangers of not being diligent in pre-employment screening.

    Martoma was a SAC Capital Advisors trader who was found guilty in February 2014 on multiple counts of securities fraud. But his recent conviction was preceded by a number of serious misrepresentations about his credentials.

  • The Art of Deception: A Look at Diploma and Reference Mills

    Posted 05/02/2014 by Roland Lessard

    For years, deceitful applicants have found ways to con hiring managers into believing they are a suitable choice, but never before have they had such extensive access to the tools and resources to dupe their potential employer. "Diploma mills" are unaccredited or unrecognized organizations that operate in one of two ways: they openly sell degrees without requiring any actual attendance or schooling, or they are set up to look like legitimate institutions offering "fast track" programs or degrees based on unverified experience.