Sterling Talent Solutions review the key findings of their Background Screening Trends Research. This will focus on why people do it, the types of check, the significant gaps, the challenges and complexity of global screening, and what people need to be aware of going forward.

1. Navigating the Changing Face of
Financial Services Recruitment
Steve Smith, Director
Oran Kiazim, VP Global Privacy
CONFIDENTIAL AND PROPRIETARY
This material constitutes confidential and proprietary information of Sterling
Talent Solutions and its reproduction, publication or disclosure to others
without the express authorization of the General Counsel of Sterling
Infosystems is strictly prohibited.

2. Agenda
2
 Why we did it and
who took part
 The key insights
 What the findings
mean for financial
services
Our report…

3. Who is screening and who is being
screened?
3
3%
28%
53%
50%
53%
78%
91%
88%
90%
other
Volunteers
Contingent workforce
Part-time hourly employees
Full-time hourly employees
Part-time salaried employees
Full-time salaried employees
Management level employees
Executive level employees

4. 10%
29%
50% 53%
59%
67%
Other Increase
employee
retention
Enhance
saftey and
security in
the
workplace
Provide a
good
company
reputation
Improve
quality of
hires
Improve or
meet
regulatory
compliance
Why do companies screen?

5. What are companies screening for?
Other
Reference Interviews
Directorship Search
Education/Credential
Employment Verification
Right to Work
DVLA Report
Public Saftey Verification
Credit/Financial
Criminal Record

6. Background screening challenges
6%
7%
8%
9%
11%
16%
32%
Other
The legal risks associated with conducting
background screenings
Background screenings are not accurate
enough
The background screening regulations and
legislation are confusing
Candidate's reluctance in permitting
background screenings to be performed
Background screenings are expensive to
coduct
Background screenings take a long time to
complete

7. Considerations for financial services
 2 CHALLENGES:
 Extending to Global Programme (Complexity)
 Extending to Contingent Workforce
 2 CONSIDERATIONS
 Partnership approach to Compliance
 Formalising practise into effective Screening Policy

8. Global screening
55%
21%
9%
7%
4% 4%
1 - 24%
25 - 49%
0%
50 -74%
Don't Know
75 - 99%
88% of
companies
employ
workers with
international
experience
Fewer than
half conduct
global
background
checks
What percentage of your workforce
is foreign-born?

9. Global screening
 Global Risk and Security challenges driving
firms to prioritise and consolidate Global
Screening.
 What challenges do you face performing
international background checks?
 What challenges do you face when devising and
executing a Global Screening Program?

10. Global Screening – Case Study
 APAC – Disparate Supplier base
 US Outsourced Screening
 UK & EMEA – In-house + Small
Provider
Consider
 Ownership
 Service Components
 Contracts
 Data Flows
 Service Levels

11. Contingent workers
Only
53% of
employers
perform pre-
hire checks
on contract
workers
3%
28%
53%
50%
53%
78%
91%
88%
90%
other
Volunteers
Contingent workforce
Part-time hourly employees
Full-time hourly employees
Part-time salaried employees
Full-time salaried employees
Management level employees
Executive level employees
Consider
 Why screen contingent workers?
 What is best practice for
screening this workforce?
 Where does due diligence fit in?

12. Contingent workforce: Considerations
With the Contingent Workforce continuing to grow it shines
a light on firms’ responsibility to hire and maintain a
compliant, contractor base.
 Who owns responsibility for compliance across your
Contingent Workforce?
 How do you balance the pressures of urgent contractor on
boarding vs effective due diligence?
 Are your compliance standards for permanent hires
different to those for contingent workers?

13. Compliance
How concerned are you about each
of the following compliance risks?
Extremely Very concerned
Somewhat Not very
Not at all
23%
Of companies rely
on their background
screening provider
to stay current with
the changing
compliance
landscape
Audits or inspections
Litigation
Negligent Hiring
Negligent retention

14. One in five
Companies that
conducts
screening has
no official
screening policy
Screening Policy considerations
• Who is responsible for the program?
• What type of background checks are you going to request?
• Are there different levels of checks for different employees?
• Do you have a statement about why you do background
checks?
A background screening policy is a
documented outline of expected
behaviors and processes, that includes:

15. Questions or further discussion…
?