What Is Sterling Background Check and How Does It Work?

What Is Sterling Background Check and How Does It Work? The Ultimate Guide

In today‘s competitive job market, employers are increasingly turning to comprehensive background screening to ensure they make informed hiring decisions. Among the most widely used and trusted background check providers is Sterling, which conducts over 100 million screenings annually for clients across the globe.

For job seekers, understanding what a Sterling background check entails and how to successfully navigate the process can mean the difference between landing your dream role or being passed over. In this ultimate guide, we‘ll dive deep into all aspects of Sterling background checks, providing you with the knowledge and strategies you need to maximize your chances of a positive outcome.

Sterling Company Overview

Founded in 1975 and headquartered in New York City, Sterling is a leading provider of employment background checks, drug testing, and identity verification services. The company has grown to become one of the world‘s largest background screening firms, with over 5,000 employees serving clients in 195 countries.

Sterling‘s success and market dominance can be attributed to several key factors:

  • Cutting-edge technology: Sterling invests heavily in advanced screening platforms and tools that deliver fast, accurate results. Their proprietary databases contain over 2.5 billion records sourced from thousands of jurisdictions globally.

  • Extensive expertise: With nearly 50 years in the background screening industry, Sterling has deep domain knowledge and experience navigating complex compliance requirements across sectors and geographies. Over 95% of their employees have professional certifications in their fields.

  • Commitment to compliance: Sterling maintains strict adherence to data privacy and consumer protection laws like the Fair Credit Reporting Act (FCRA), GDPR, and CCPA. They are accredited by the Professional Background Screening Association (PBSA).

  • Tailored solutions: Sterling offers customized screening packages for specific industries and roles, from entry-level to executive positions. Their clients range from small businesses to Fortune 100 companies.

Today, Sterling is the first choice for background checks for over 50,000 organizations worldwide, including 25% of the Fortune 100. Their services have become integral to the hiring processes of industry leaders like Amazon, Ford, FedEx, and Walmart.

The Sterling Background Check Process

So what exactly happens when an employer initiates a Sterling background check on a candidate? While the specifics may vary depending on the role and screening package, the general process follows these steps:

  1. Employer Selects Screening Package: The hiring company chooses the type of background check they want to run based on the position, company policy, and legal requirements. Sterling offers various screening bundles that can include criminal history searches, employment/education verification, motor vehicle records checks, and more.

  2. Candidate Provides Consent and Information: Once an offer of employment is made (contingent upon passing the background check), the candidate receives an email from Sterling with a link to provide consent for the screening and submit necessary personal information via a secure online portal. The data typically includes full name, social security number, date of birth, current and previous addresses, and employer details.

  3. Sterling Conducts the Background Check: After the candidate has provided consent and information, Sterling begins the screening process, which can take anywhere from a few hours to several business days depending on the complexity. Their researchers comb through criminal databases, court records, sex offender registries, education/employment documentation, professional licensing bureaus, and other relevant sources to compile a comprehensive report.

Some of the key searches Sterling performs include:

  • Social Security Number Trace: Verifies the candidate‘s SSN is valid and matches their name. Reveals all names and addresses associated with the number.

  • County, State, and Federal Criminal Record Checks: Searches for felony and misdemeanor criminal convictions, arrests, warrants, and incarcerations at the county, state, and federal levels, typically covering the past 7-10 years. Sterling has direct digital access to over 85% of US criminal records for faster results.

  • National Crime Database Search: Instant multi-jurisdictional search covering over 650 million criminal records across all 50 states. While not as thorough as county-level searches, it provides a quick "safety net."

  • Sex Offender Registry Search: Checks all 50-state sex offender registries and national databases to identify registered sex offenders.

  • Global Watchlist Search: Screens candidates against over 1,400 government sanction lists, including OFAC, terrorist watch lists, and Interpol databases, to reveal potential global threats.

  • Employment and Education Verification: Confirms a candidate‘s work history and academic qualifications directly with past employers and schools. Details verified can include job titles, dates of employment, graduation dates, and degrees earned.

  1. Sterling Compiles Report and Returns to Employer: Once all aspects of the background check are complete, Sterling assembles the findings into a comprehensive report that is sent securely to the employer. The report highlights any potential discrepancies or areas of concern.

  2. Employer Reviews Results and Makes Decision: The hiring manager and/or HR team reviews the background check results to determine if the candidate meets their hiring criteria. If there are no red flags, the company usually proceeds with finalizing the hire.

If the background check does uncover criminal convictions or major discrepancies, most employers will bring this to the candidate to discuss before making a final decision. In some cases, candidates may be able to provide additional context or evidence to show that past issues should not disqualify them. However, serious crimes or recent/repeated offenses often lead to the job offer being rescinded.

It‘s important to note that Sterling is merely a conduit of information – they provide objective data to employers but do not make judgments or recommendations on a candidate‘s suitability themselves. The final hiring decision always rests with the employer.

What Do Sterling Background Checks Show?

The information uncovered in a Sterling background check depends on the specific types of searches the employer has requested. However, the most common elements include:

  • Criminal Records: Sterling background checks will reveal felony and misdemeanor criminal convictions at the county, state, and federal levels, typically going back 7-10 years. This can include charges related to theft, assault, drug possession, DUIs, and sexual offenses. Arrests that did not result in convictions may appear in some cases.

  • Employment and Education History: Employers use Sterling to verify a candidate‘s work and academic background. The check confirms the accuracy of details like employment dates, job titles, responsibilities, salary, degrees earned, and graduation dates. Significant discrepancies between what a candidate claims and what past employers/schools report can raise red flags.

  • Motor Vehicle Records: For roles that involve driving as part of the job function, Sterling can pull a candidate‘s driving history, including license status, traffic violations, and accident reports. A pattern of reckless driving behavior may disqualify a candidate from these positions.

  • Credit Reports: Some employers, particularly those in the financial sector, will request a credit check to gauge a candidate‘s financial responsibility and potential risk factors like excessive debt or late payments. Credit checks do not show a FICO score, but they can reveal accounts in collection, bankruptcies, and civil judgments. (Note: Many states now have restrictions on the use of credit checks for employment decisions).

While Sterling strives to provide accurate and complete information, it‘s important to remember that background checks are not infallible. Factors like incomplete records, identity confusion (e.g. same name as a criminal), or human error can sometimes lead to incorrect or missing information appearing on a report. This is why FCRA mandates a formal disputation process for candidates to challenge inaccurate data.

On average, Sterling‘s background checks take between 1-3 business days to complete, although this can vary based on the complexity of the screens required and location of the candidate. The average dispute rate for their background checks is 0.1% according to the company.

Tips for Passing a Sterling Background Check

If you‘re a candidate undergoing a Sterling background check, there are several steps you can take to help the process go smoothly and improve your chances of success:

  1. Be honest and upfront. The worst thing you can do is try to hide or lie about past issues on your resume or in your interview. Employers are often more concerned about dishonesty than minor transgressions. If there‘s something in your history you‘re worried about, be proactive in discussing it.

  2. Review your own records first. Get a copy of your criminal history, driving records, and credit report so you know what employers will see. Identify any errors or outdated information that may need to be corrected or explained.

  3. Provide complete and accurate information. When filling out Sterling‘s background check consent form, double check that all personal details, addresses, and employer information are correct. Incomplete data can delay the screening process.

  4. Consider self-disclosure. In some cases, it may be beneficial to disclose certain criminal convictions or issues up front before the background check. This gives you a chance to provide context and demonstrate accountability. It shouldn‘t be done cavalierly – discussing a past felony over appetizers at your interview dinner probably isn‘t wise. But an honest conversation with HR before the screening can go a long way.

  5. Gather supporting documentation. If you have any court documents, completion certificates, or reference letters related to past criminal or professional issues, have these ready to provide to the employer as needed. They can help show steps you‘ve taken toward rehabilitation.

  6. Know your rights. Familiarize yourself with background check laws that may apply to your situation, like FCRA requirements, ban the box regulations, and Fair Chance hiring policies. You have the right to consent, dispute inaccuracies, and receive notifications throughout the process.

  7. Stay engaged. If a Sterling background check is taking longer than expected or you haven‘t heard from the employer, follow up to see if they need any additional information from you. A courteous email or phone call shows you‘re invested in the role.

Comparison of Sterling vs Other Background Check Providers

While Sterling is one of the most widely used background check companies, they are not the only player in the game. Here‘s how they stack up against some other top providers on key metrics:

Company Turnaround Time Compliance Expertise Candidate Experience Pricing
Sterling 1-3 days High Good $$
HireRight 2-5 days High Average $$$
GoodHire 1-3 days Medium Excellent $$
Checkr 1-2 days Medium Good $

As you can see, Sterling is competitive on turnaround time and offers strong compliance expertise, which is why they are a top choice for large enterprises. Their candidate experience is also rated highly, with an intuitive online portal and proactive communication throughout the screening process.

A True Story of Passing a Sterling Background Check

To illustrate what the Sterling background check experience is like from a candidate‘s perspective, let‘s look at the true story of Sarah, a marketing professional in Chicago.

Last year, Sarah was offered a dream job as a Brand Manager at a Fortune 500 consumer goods company. The role was contingent upon passing a background check through Sterling, which initially made Sarah nervous – in college, she had been arrested for a misdemeanor marijuana possession charge.

However, Sarah had taken steps to get the arrest expunged from her record. She was also upfront with the hiring manager about the issue, providing context on the steps she‘d taken since then to be a responsible professional.

When Sarah received the Sterling background check consent form via email, she carefully filled in all requested information and consented to the screening. Within a few hours, she received notifications that her SSN trace, criminal records check, and employment/education verification were in process.

To Sarah‘s relief, her background check came back clear just 2 business days later. Sterling had found no criminal records matching her identity, and her employment and education history all checked out. She received a copy of the report along with a notification that she had successfully passed all screens.

Thanks to her proactive approach and the fast, accurate results from Sterling, Sarah was able to put her background check worries to rest and excitedly accept her new position. She‘s been thriving in the role for over a year now.

While not everyone‘s background check story may turn out so seamlessly, Sarah‘s experience demonstrates the importance of honesty, preparation, and responsiveness when navigating the screening process. Sterling‘s advanced tools and compliance expertise can give candidates like Sarah peace of mind that their check will be handled thoroughly and fairly.

The Future of Background Checks

As employment screening continues to evolve, companies like Sterling are staying on the cutting edge with technological innovations and a commitment to compliance. Some key trends shaping the future of background checks include:

  • Artificial intelligence and machine learning tools to analyze screening results faster and more consistently
  • Blockchain technology to securely store and verify background check data
  • Continuous post-hire monitoring to proactively alert employers to potential risks
  • Greater emphasis on social media screening and online reputation checks
  • Increased focus on global screening capabilities as workforces become more distributed

At the same time, the legal landscape around background checks is constantly shifting, with new laws and regulations emerging to protect candidate privacy and promote fair hiring practices. Employers will need to stay vigilant to remain compliant and avoid discrimination claims.

For candidates, the key to success in the age of ubiquitous background screening is transparency and proactivity. By understanding your own history, being upfront about potential issues, and partnering with trusted screening providers like Sterling, you can approach the hiring process with confidence and set yourself up for long-term career success.

The Sterling background check may seem daunting at first, but with the right knowledge and preparation, it can be an opportunity to showcase your integrity and get a promising new job off to a great start. In a world where trust and safety are paramount, a clear and verified record is more than just a box to check – it‘s a powerful asset that can open doors for years to come.

Tags: