July 29th, 2024 | Sterling

Top Takeaways from the 2024 SHRM Annual Conference

Sterling recently returned from another exciting and successful SHRM Annual Conference, this time in Chicago, IL. Our team included background check experts Angela Preston, Associate General Counsel, Corporate Ethics and Compliance, and Ivneet Kaur, EVP, Chief Technology Officer, who spoke with clients and other attendees about the challenges they’re facing and how Sterling supports our clients at every stage of the background check process.

In speaking with attendees experiencing frustrations with their current vendors, we learned that their top background check challenges include:

• Slow turnaround times
• Insufficient client support
• Lack of program optimization
• Keeping up with changing regulations

Sterling’s team shared how our trusted deep market expertise across compliance, technology, regions, and industries helps clients scale globally, drive business value, meet the unique needs of their businesses and industries, and navigate complex compliance standards, with our award-winning turnaround times and client/candidate support.

We were delighted to hear from our many clients who came to us and expressed this sentiment, sharing their positive experiences with our services and people.

Read on for HR insights from Team Sterling and others on the show floor!

SHRM Attendees’ Top Background Check Challenges

Many employers are facing compliance challenges in the areas of ban the box and fair chance laws, and drug testing/marijuana laws. These laws vary by state and locality, and often change frequently. We spoke to some attendees at SHRM who expressed their difficulties in staying updated and consistent with these laws, especially when they operate in multiple jurisdictions.

Other topics such as turnaround time, client support, and program development and optimization were also at the forefront.

Let’s ask our team what they learned from the show floor:

Many employers are facing compliance challenges in the areas of ban the box and fair chance laws, and drug testing/marijuana laws. These laws vary by state and locality, and often change frequently. We spoke to some attendees at SHRM who expressed their difficulties in staying updated and consistent with these laws, especially when they operate in multiple jurisdictions. – Angela Preston, Associate General Counsel, Corporate Ethics and Compliance

Reflecting on my experience at SHRM 2024, it was great to see amazing transformations happening in HR in both the employee and employer space across multiple dimensions. SHRM 2024 also reaffirmed how much our customers rely on us to help them make the right decisions and expect us to remain at the forefront of providing tech-forward, efficient, and innovative solutions. – Ivneet Kaur, EVP, Chief Technology Officer

A challenge I heard from numerous attendees was the lack of client support and turnaround time for their candidate’s background checks. Many of them said they were frustrated with the slow response and poor communication from their current vendors, and felt they were losing qualified candidates because of these delays. They were interested in hearing more about Sterling’s turnaround times and client support due to their frustrations. Other attendees I spoke to were also not aware of the depth of services available, most notably social media screening. They were happily surprised that they could integrate this service into their existing screening program, and we look forward to continuing those conversations. – Kevin Miller, Sales Executive, Financial & Business Services

It was rewarding to see how many of Sterling’s clients took time out of their exhaustive days to come and tell us how much they enjoyed working with us. It put into real perspective the value that we add to our client’s organizations, and the peace of mind we offer. – Chris Massa, Client Success Partner, Healthcare & Life Sciences

Reflecting on my experience at SHRM 2024, I was struck by the eagerness of HR professionals to transform their current background screening processes. We engaged with numerous smaller to mid-sized firms who felt overwhelmed by their hiring procedures and sought an edge to optimize each hire for their company. Their conversations with Angela, Ivneet, Chris, Kevin, and myself sparked fresh ideas about industry shifts. Sterling’s innovative approaches to achieving more with less resonated with attendees. The excitement was palpable when we discussed how Identity Verification could address multiple challenges, reduce costs, and enhance outcomes. Additionally, Sterling’s commitment to differentiation — such as incorporating additional criminal screening layers through Locator Select, introducing an integrated oral swab drug testing that provides immediate results into our Sterling Platform with Oraltox, expanding our drug testing network beyond any other TPA’s through the Vault acquisition, and revolutionizing DOT FMCSA and Medical Licensing Credentialing with integrated tools — left a lasting impression: there’s more to come with Sterling. Jonathan Marerro, Enterprise Sales Executive; Regulated Industries

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Let’s listen to everything our team had to say:

Other Background Check Challenges

We spoke with other attendees who face different challenges and experiences. Feedback included attracting the right candidates, bringing on new hires that add to the desired workplace culture (especially when hiring on a global scale), and the need to screen all employees, from customer service reps all the way up to top execs.

Watch the full video:

Feedback from a Brand-New Sterling Client

Just two weeks into implementation with Sterling, Felicia Pacheco and her team from Stinker Stores, Inc. came to our booth to share their positive experience with us thus far:

What made you make the switch to Sterling?

We were getting a lot of delays in responses to our current background platform, and it was taking sometimes a couple of weeks. We needed a quicker turnaround because we’re in retail. We need people hired as soon as possible for some of the roles, and it was just necessary to make the switch.

You said you’re about two weeks in. How is it going? How is the implementation process?

You guys made it super easy. We have two recruiters and they keep thanking us daily for making the switch. We get results within the same day, three days max. The turnaround is so fast that we are so happy with the decision that we made.

Watch Felicia’s full interview:

Final Thoughts

Many attendees shared the common challenges of turnaround time, client support, and not feeling that their screening programs are robust enough in terms of services. We were thrilled to showcase how Sterling addresses all of these frustrations by closing 70% of criminal searches in one hour and 90% in one day, while offering industry and region-specific expertise on a global scale. We spoke with our new and long-time clients who shared their positive experiences with us, and we look forward to connecting with even more clients and meeting new HR professionals at future events, including the HR Tech Annual Conference in September!

Learn more about how our background screening services can help improve your turnaround time and create seamless experiences, and contact us to speak with a member of #TeamSterling.

Sterling is not a law firm. 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.