Candidate Hub

If you believe your report contains inaccurate or incomplete information, please contact us at 888.889.5248.

Please contact us by using our online request form or by calling us at 888.889.5248.

Every employer has their own specific background screening requirements that are based on their industry, regulations, the type of positions they hire for, etc. Most employment background checks include a criminal record search to determine if the candidate has been convicted of a crime. Other common requirements may include past education and employment history, driving records, verification of professional licenses and drug testing.

No. In order to conduct an employment background check, an employer must get your authorization to do so in writing before they can proceed.

Before a prospective employer or staffing agency starts your background check, you’ll need to sign a written authorization, which allows them to move forward with the background check. While every company has their own specific background screening criteria, there are some common pieces of information you’ll be asked for, including your current address, date of birth and social security number. Other information often requested is your driver’s license number, educational background (institution attended, dates attended, degree earned, etc.), past employment history including the name of former employers, dates of employment and starting and ending salary.

Most U.S. employment background checks are completed within a week, however, there can be extenuating circumstances that cause delays in the process. The most common delays are related to court closures or unresponsiveness by past employers or academic institutions.

Make sure you have the proper address for the collection center that you chose or that was assigned to you. You’ll need to provide a legal proof of identity such as a driver’s license and follow the instructions provided at the center.

Most drug tests results are completed in three to seven days.

If we need additional information from you in order to conduct your background check, either your employer or Sterling Talent Solutions will reach out to you.

If Sterling Talent Solutions has prepared a consumer report or investigative consumer report in your name, you are entitled to a free copy of the completed report. If you would like to receive a free copy of the report(s) in your file please contact us by using our online request form or by calling us at 888.889.5248.

We know it can be frustrating if you find something on your background check that doesn’t belong there or you weren’t expecting. We’re here to help. If you want to dispute the findings in your report, please contact us at 888.889.5248.

The Fair Credit Reporting Act (FCRA) gives you specific rights when you are, or believe that you are, the victim of identity theft. A brief summary of the rights designed to help you recover from identity theft can be found here. A summary of your rights to place a security freeze on your credit report can be found here. You may also find additional resources here.

• https://www.identitytheft.gov/
• https://www.identitytheft.gov/know-your-rights
• https://www.consumer.ftc.gov/topics/identity-theft

If any of the information found on your background check, in whole or in part, is being considered in your employment decision, the employer must provide written notice prior to a final decision, which allows you to dispute the findings. This notice will be accompanied by a copy of your report and a Federal and State Summary of Your Rights. In some States, the employer is required to provide a copy of your background check if you request a copy.

The results of your background check cannot be shared with a third party unless you have specifically provided authorization to do so. An example where this might occur is if you are being hired by a staffing agency on behalf one of their clients.

No. Sterling Talent Solutions is never responsible for making a hiring decision. We simply provide the information we find to our clients so that they can determine eligibility for employment.

If an expunged record (a record that is officially sealed by a judge) is properly filed with a court, it should not be reported.

We do not search juvenile courts for juvenile records.

Every company has their own specific hiring criteria, but generally the mere presence of a conviction will not exclude you from being hired. The employer will conduct an individual analysis before determining eligibility for employment.

Try to provide as much information as you can and be as accurate as possible. We will compare the information you provide with the information the past employer or academic institution provides.

Sterling Talent Solutions respects the privacy of our online visitors, employees, clients and clients’ employees and candidates. We aim to collect, use, disclose and retain personal information in accordance with your expectations and the law. You can find full details of our privacy practices in the relevant privacy statement.