Feb 10, 2017
When it comes to the hiring process and verifying future talent, there are a lot of rules and regulations that dictate how to treat prospective employees and background screening companies. And, without proper compliance organizations risk steep government penalties.
The solution? Having a sound hiring policy that takes into account Equal Opportunity Commission (EEOC) guidance on employment legislation. However, this type of understanding and policy creation on the employer’s side can take a lot of time, effort and financial support. That’s where CU partner Sterling Talent Solutions can help.
Check out Sterling Talent Solutions' blog post about the Equal Opportunity Commission (EOCC) and what they have learned over the years. Then, learn more about our partnership with Sterling Talent Solutions and how our Background Checks & Drug Screening Program can reduce employment verification risks at your organization.
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).