A resume is an important part of the job hunting process. It is how a potential new employer gets the first impression of your skills, experiences and qualifications. Applicants are searching for ways to compete with one another and one of the common ways is by padding, embellishing, exaggerating and even lying on their resume.
Things that can make you fail an employment background check
How can employers know if the education, licenses and certifications you have listed on your resume are legitimate? Education verifications are another aspect of the pre-employment background check.
In the first blog post in our series, What You Need for a Criminal Record Check, we shared what information needs to be provided to either a third-party background screening provider or an internal HR team to run a criminal record check.
All the components of an employment background check help organizations get a better overall picture of their candidates to give them the insight they need to make an informed hiring decision. Education verifications confirm the type of degree, honors received and date of completion directly with the school registrar.
Professional background screening companies maintain a database of legitimate educational institutions as well as known diploma mills to immediately identify them during the education verification process.
Employers verify professional licenses and certifications to make sure that a candidate has the license or certification they claim to have. There are thousands of licenses that can be verified including, but not limited to licensing and certification for medical doctors MD or DOregistered nurses RNlicensed practical nurse LPNcertified public accountant CPA and lawyers JDas well as for stockbrokers, teachers, engineers, pilots and other exam-certified professionals.
Diploma mills are organizations that claim to be a higher education institution but which offer illegitimate academic degrees and diplomas for a fee. These degrees may claim to give credit for relevant life experience, evaluate work history and require submission of a thesis or dissertation for evaluation to give an appearance of authenticity. If a college does not have the government accreditation, they could be considered a diploma mill. These types of colleges have excessive costs and usually do not offer any financial assistance to their students.
Some companies will require more detail about educational background and certifications depending on the role they are hiring for.
It is important to be informed about the process and what information you need to provide for the background check. Remember to read the consent form carefully before you sign it.
Providing the correct information at the time of consent will help to speed up the background check process. Items that you will be asked for to complete a background check include:.
As a reminder, third-party background screening companies are regulated by federal, state and local laws.
One requirement of the FCRA is that a company must notify the candidate that they will be performing a background check. The notice will explain that the results of the background check will be used for hiring, promotion or retention.
After explaining the intent of performing a background check, employers must receive consent either on paper or online from a job candidate to run a background check and that the results will be used in making hiring decisions.
Understanding what information you need to be prepared for the background check will help the turnaround time and put you a step ahead of other candidates. This publication is for informational purposes only and nothing contained in it should be construed as legal advice.
We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.
COVID Update: Despite court closures in many areas, Sterling is still able to complete criminal checks with minimal disruption thanks to our proprietary end-to-end automation that allows us to access court information.
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Shortly after we receive the acceptance of your offer, Sterling Talent Solutions will email you with complete instructions. If you have questions about how to fill out the form or anything related to supplying or accessing the information requested, please contact Sterling Talent Solutions.
Additional identity evidence evidence to confirm your name, date of birth and address will need to be collected from you by BP to initiate this check via Sterling Talent Solutions. Your recruiter will discuss this requirement with you in more detail. Please note : your start date with BP may be impacted if there is a delay in obtaining this evidence from you. Background check levels document Please review the document below that explains the different levels that we use for background checks.
Download document FAQ document Please keep in mind that accurate answers to all the questions Sterling Talent Solutions requests are essential. Any discrepancies may result in BP withdrawing your offer of employment. Please look at our list of Frequently Asked Questions for more information. Download document. If you need to, you can go back to Step 3: Health assessments. If not, go to the next step to find out what to expect next.It provides background checks and pre-employment screening services to employers in several industries like education, government agencies, healthcare, staffing and volunteering.
During the hiring process, employers will use third party services like Sterling Talent Solutions to get a background check on an applicant. Background check companies like Sterling Talent Solutions are expected to keep their databases accurate and up-to-date. Unfortunately, background checks can contain errors due to outdated databases or inefficient profile matching. If there is a mistake on your Sterling Talent Solutions background check, you have the right to dispute the error and to have it corrected or removed.
If the error cost you a job opportunity, you may be entitled to additional damages. Under the Fair Credit Reporting Act, if you have been denied a job opportunity because of information on your consumer report, you must be notified. You have the right to view a free copy of your file, and you should be given a copy of your rights, and information on disputing errors.
If there is an error in your Sterling background check, you can write a dispute letter and send it to the address below. You can also dispute over the phone or online. After filing the dispute, Sterling Talent Solutions then has 30 days to investigate your record and correct any errors. These companies violated the federal and state laws for proper background screening processes.
If your Sterling background check had errors that cost you a job, you may be able to sue Sterling Talent Solutions in federal court.
Glenn Stephens v.
Sterling Infosystems, Inc. Stephens was denied employment with Lyft because of an inaccurate felony conviction reporting on his Sterling background report. The charge in question had been dismissed. The case settled. Mark Riley v. Riley was denied a job due to criminal records that were inaccurately reported on his background report by Sterling. The criminal records belong to another individual with the same name and date of birth as Mr. Marvin Mitchell v. Mitchell was delayed in getting employment with Lyft due to an inaccurate criminal history reporting on his Sterling report.
The criminal record in question had been overturned on appeal. Rudy Garcia v. Garcia was delayed in starting a new job because of inaccurate information on his Sterling consumer report. The inaccurate information was a criminal history to another individual who used Rudy Garcia as an alias. If Sterling Talent Solutions has reported errors on your background check that have cost you a job, get a free case evaluation now.
How Long Does a Background Check Take?
The consumer protection attorneys at Francis Mailman Soumilas, P. Fill out a free case review form or call us at today to get started! There is no out of pocket cost to you. We only get paid when you win.
Once you submit this form a representative from the law firm of Francis Mailman Soumilas, P. Or Call and get immediate help to see if you have a case. At Francis Mailman Soumilas, P. The situation regarding the COVID virus is continually changing, and we are following all recommended guidelines to stay healthy.
Currently, our law firm is remaining open to serve your legal needs, with our staff working remotely to ensure their safety and well-being. We are happy to arrange for phone or video consultations. We are also able to exchange documents via secure drives or email. Should you have any concerns regarding an upcoming meeting with us, please contact us online or call Headquarters Location. This is a multi-location business. Find a location. Years in Business: Overview of BBB Ratings.
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Status: Answered.Workforce is part…. Employers understand the importance of conducting due diligence on their candidates by completing background checks. But it is just as important to monitor and re-screen employees after hire.
Employees represent your company and brand to clients, prospects and the public at large, while also handling important internal resources. Trusting that employees are honorable and honest…. It is hard to believe, but the busiest season for the retail industry is just around the corner. Store hiring managers and HR teams are starting now to bring in their seasonal employees to beat the rush and be fully prepared for the upcoming holiday season. With the considerable number of temporary employees being employed….
At Sterling we know this pain well. A recent ruling by the California Supreme Court puts the background screening laws on a state level in the spotlight. California has two laws that regulate agencies that gather information about consumers to provide to employers, landlords and others for employment and housing considerations. Vetting new hires is important for any position, especially within the financial services industry. Workforce is part… Read More.
Trusting that employees are honorable and honest… Read More. With the considerable number of temporary employees being employed… Read More. By continuing to browse this website you agree to the collection and use of your personal information as described in our Privacy Statement.Asked July 10, How far back do the background checks go for the fountain inn ,SC place? Answered April 22, Yes, they check for previous history in the work place and even background history.
Answered April 25, Sterling Talent Solutions expedite the background check. Answered January 14, Since WW Grainger is a top company and quite large, my guess is that the background checks would be strict. Answered September 15, No they hire criminals at the dc I work at. Yes they check everything. Answered July 21, Yes they are.
Find jobs Company reviews Find salaries. Upload your resume. Sign in. View all questions about Grainger. Is the background checks strict? Answered April 22, Upvote 2 Downvote 2. Report answer.
Answered April 25, Upvote 1 Downvote. Answered September 15, Upvote 1 Downvote. Related questions more answers below : Are background checks strict 3 people answered. Do they hire outside sales reps with a prior or pending DUI? Do they do background checks 2 people answered. Yes they check everything Answered July 21, Upvote Downvote.
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Submit Answer. Please note that all of this content is user-generated and its accuracy is not guaranteed by Indeed or this company.Pre-employment background checks must be conducted carefully and in compliance with privacy laws and regulations. Criminal record searches and reference checks are the most common background checks, but solutions vary depending on industry and specific job requirements.
For example, will the candidate handle cash transactions or manage cash assets? The typical background check is meant to verify whether or not the applicant is truthful about their criminal record, education, and employment history. Our 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, our enhanced nationwide criminal records search pulls data from millions of records. The SSN Trace is then used to find additional records and verify information collected. There is much variation between various state and industry laws.
However, your industry and job requirements will likely give you a good starting point. Times vary significantly based on the types of searches conducted and the company that provides them.
We 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 criminal record searches to less than 24 hours or one business day in most cases. Most background screening companies promise turnaround times of business days.
It all depends on how much breadth and depth is desired in a background check. Sterling delivers the most robust, accurate criminal record background checks available. If you perform a large number of background checks regularly, integrating a Sterling screening solution into your applicant tracking system or talent management system is likely the best, most cost-effective option.
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 written or electronic consent from the job applicant prior to a third-party screening company like Sterling to conduct any criminal record search, credit history check, or reference check.
Results depend on the breadth and depth of the background check as well as the goals of your organization. For most employers we work with, we search courthouse criminal records in the counties where an applicant has resided in the past seven to 10 years, which 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, the more accurate and reliable the results. The foundation for all of our screenings is a county history search.
We highly recommend the additional Social Security Number Trace service for the most comprehensive and complete results via our Complete Criminal Record Locator. That question is best answered by your legal counsel. There is great variation in state and industry laws; your industry and job requirements will likely lead you in the right direction. A credit history check may be appropriate for an employee handling or managing cash assets.
And a sex offender registry search might be considered for a volunteer. Most importantly, we suggest you speak with your legal advisor for input on which types of background checks are appropriate for your organization. Compliance is our expertise. Our automated screening technology applies relevant content filters based on state and federal laws.
In addition, we provide regular updates on state legislation. We also keep you informed by hosting employment screening webinars with recertification credits. No, it is best to make a job offer prior to initiating a pre-employment background check. It is important to know that while the FCRA does not restrict performing a background check after a job offer is made, some state laws may do so. The FACT Act entitles consumers to obtain one free copy of their consumer files from certain consumer reporting agencies during each month period.
If Sterling 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. You received this notification because the background check that is being performed on you may include public records. The sole purpose of this notice is to inform you that a background check of public information records is being prepared.