FCRA Compliance: What You Need to Know

Find out more about the rules and regulations that govern the hiring process, and how regional differences come into play.


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We all know that talent acquisition is paramount to success in the business world. However, staying up-to-date on the rules and regulations that govern the process of bringing on a new candidate can be a full time job. And, the vetting process continues long after the candidate’s job compatibility, experience and work ethic are in alignment with the position requirements.

According to Sterling Talent Solutions recent article “What’s New for FRCA Compliance,” employers are responsible for knowing all the rules put in place by the Fair Credit Reporting Act (FCRA), which includes things like criminal history searches, motor vehicle reports and employment/education verifications.

Avoiding Compliance Breaches

Some of the biggest challenges with FCRA compliance that we have seen first-hand with Corporate United members are the regional differences that occur. The background screening process follows a stringent compliance protocol that varies greatly by location, which comes into play for a lot of businesses with multiple locations.

We are seeing more and more providers look to innovative communication practices to keep their customers aware of new changes. For example, CU members have access to quarterly compliance webinars from our partner Sterling Talent Solutions so that they are up-to-date on FCRA rules.

Read the Full Article

Visit the Sterling Talent Solutions blog to read the full article “What’s New for FCRA Compliance” to learn more about how your organization can be impacted by local rules and regulations.

Jim Walters: Partner Manager at Corporate United
Jim built, implemented and now leads enhancements to a Supplier Relationship Management (SRM) program which caters to Corporate United’s top 10 partner relationships but scales to accommodate our entire partner base of 30+ supply partners. This program focuses on Risk Mitigation, Best-in-Class Program Development, Executive Stakeholder Alignment, and Program Goal & Objective Alignment. In addition to SRM program management, Jim manages two categories within our Human Resources vertical, Background Checks/Drug Screening (Sterling Talent Solutions) & Pharmacy Benefits (CVS Caremark), using the principle of Category Lifecycle Management (CLM).