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How common are pre-employment background checks?
The convergence of the post-9/11 security concerns and the online data revolution expanded access to reliable background checks beyond large corporations. Today, nearly 80% of all employers, big and small, perform some form of pre-employment background check on job applicants.
Pre-employment background checks must be conducted carefully and in compliance with privacy laws and regulations. This information, such as bankruptcies, workers’ compensation claims and some criminal records data, are a matter of public record, while things like a credit history check require an applicant’s written consent, per the Fair Credit Reporting Act.
What does a typical background check consist of?
It varies depending on your industry and the specific requirements of the job. For example, will the candidate be handling cash transactions or managing cash assets? The typical background check is meant to verify whether or not the applicant is being truthful about not/having a criminal record, their education and employment history. Criminal record searches and reference checks are the most common background checks, though Sterling Talent Solutions highly recommends these common checks with Social Security Number Traces as well as credit history checks.
Visit here for a list of the most commonly requested background screening solutions.
How much does background screening cost?
It all depends on how much breadth and depth is desired in a background check. Sterling Talent Solutions delivers the most robust, accurate criminal record background checks available. Depending on the complexity of the screening, the cost for such a check can range from under $50 to several hundreds of dollars. If you perform a large number of background checks regularly, integrating a Sterling Talent Solutions screening solution into your applicant tracking system or talent management system is likely the best, most cost-effective option.
Visit here for more information about our Plans and Pricing.
Does a job applicant have to consent to a background check?
Yes. Certain state laws and the Fair Credit Reporting Act, a federal law that regulates who is permitted to access your consumer report information and how it can be used, generally require that you must obtain written or electronic consent from the job applicant prior to a third-party screening company like Sterling Talent Solutions to conduct any criminal record search, credit history check or reference check.
Visit here to view our library of sample Disclosure and Authorization and Adverse Action forms.
What kinds of background checks deliver the best results?
Again, this depends on the breadth and depth of the background check as well as the goals of your organization. For most employers Sterling Talent Solutions works with, courthouse criminal records search in the counties where an applicant has resided in the past seven to 10 years. This is a standard best practice. Many employers choose to supplement this standard background check with searches of various databases, including the sex offender registry, government sanctions lists, motor vehicle records and others. The more comprehensive a background check is, the more accurate and reliable the results will be.
Visit here for a list of the most commonly requested background screening solutions.
What are the most common criminal background checks?
The basis of any Sterling Talent Solutions screening is a county history search. We highly recommend combining this service with a Social Security Number Trace to get the most comprehensive and complete results via our Complete Criminal Record Locator.
Visit here to learn more about our Criminal Background Check solutions.
How should we determine which background check is right for our company?
That’s a question best left up to your legal counsel. There is much variation between various state and industry laws. However, your industry and job requirements will likely give you a good starting point.
For instance, requiring a motor vehicle records check and/or drug testing is likely appropriate for any employee in charge of operating machinery or driving a company vehicle. If an employee is handling cash or managing cash assets, a credit history check may be appropriate. Volunteer organizations should consider sex offender registry searches. And so on.
No matter what, your first call should be to your legal advisor for input on which types of background checks are appropriate for your organization.
Visit here for a list of the most commonly requested background screening solutions.
How can I really verify an applicant’s work and education history?
That’s a question best left up to your legal counsel. There is much variation between various state and industry laws. However, your industry and job requirements will likely give you a good starting point.
Sterling Talent Solutions verifies an applicant’s employment history, including previous job titles and job descriptions, as well as start and end dates. Our highly trained team of verification experts contacts former employers to manually verify information and the accuracy of a candidate’s application. Sterling Talent Solutions also provides in-depth education history verification and professional licensure and certification checks to ensure all details on a candidate’s resume are true and complete.
Visit here to learn more about our Employment and Education Verification solutions.
How can I make sure my background checks are legal?
That’s a question best left up to your legal counsel. There is much variation between various state and industry laws. However, your industry and job requirements will likely give you a good starting point.
At Sterling Talent Solutions, compliance is our expertise. Our background checks comply with federal and state background screening laws, and our compliance team stays on top of each state’s current legislative and regulatory changes. Sterling Talent Solutions’ automated screening technology also applies relevant content filters based on the state and federal laws. In addition, Sterling Talent Solutions provides regular updates on state legislation, as well as hosts employment screening webinars (with recertification credits).
Should an employment background check be done before making a job offer?
That’s a question best left up to your legal counsel. There is much variation between various state and industry laws. However, your industry and job requirements will likely give you a good starting point.
No. While the FCRA does not restrict performing a background check after a job offer is made, some state laws may do so. That’s why Sterling Talent Solutions recognizes it as a best practice to make a job offer prior to initiating a pre-employment background check.
How long does pre-employment background screening usually take?
That’s a question best left up to your legal counsel. There is much variation between various state and industry laws. However, your industry and job requirements will likely give you a good starting point.
We commonly use the term “Turn Around Time” to describe how long a background check takes. The times vary significantly based on the types of searches conducted in the check and on the company that provides them. Sterling Talent Solutions can proudly claim the fastest turnaround times in the industry for county courthouse records – the most common background check.
Our CourtDirect product has lowered the turnaround for this common pre-employment screening to less than 24 hours (or one business day) in most cases. Most other background screening companies are still promising turnaround times of 2-3 business days.
Visit here to view our latest article on the best ways to improve background check turnaround time.
What information is required for an accurate, thorough background check?
Three things: 1) First Name and Last Name, correctly spelled; 2) Date of Birth; and 3) Social Security Number (SSN).
Why is a Social Security Number (SSN) trace so important?
While a Social Security Number isn’t required to do most criminal record checks, Sterling Talent Solutions’ Complete Criminal Record Locator uses a Social Security Number Trace to automatically find and search up to 20% more criminal records than any other background screening company.
Visit here to learn more about our Social Security Number Trace solution.
Can Sterling Talent Solutions really check 20% more criminal records than other companies? How?
Sterling Talent Solutions’ Complete Criminal Locator tool combines three proprietary technologies into one comprehensive tool. First, our ArrestDirect locator expands the breadth of a criminal records search for arrest records and convictions based on potential aliases and addresses listed on a Social Security Number Trace. Then, Sterling Talent Solutions’ enhanced nationwide criminal records search pulls data from millions of records. A SSN Trace is then used to verify information collected and find additional records. All of this results in the most robust criminal records search in the industry with up to 20% more records identified.
What if my background is being checked? What are my rights?
The Fair and Accurate Credit Transactions (FACT) Act was enacted in 2003 and amends the Fair Credit Reporting Act. The FACT Act entitles consumers to obtain one free copy of their consumer files from certain consumer reporting agencies during each 12-month period.
If Sterling Talent Solutions has prepared a consumer report or investigative consumer report in your name for one or more of our clients, you may request a free copy of the report(s) in your file.
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