SterlingBackcheck Acquires EmployeeScreenIQ, a Global Provider of      Background Screening Services
Acquisition Continues SterlingBackcheck’s Multiyear Strategy of      Domestic and Global Expansion
November 03, 2015 08:00 AM Eastern Standard Time
NEW YORK--( BUSINESS WIRE )--SterlingBackcheck, one of the world’s largest background screening      companies, announced today that it has acquired EmployeeScreenIQ, a      global provider of employment background checks and substance abuse      screening services. Terms of the transaction were not disclosed. Based in Cleveland, Ohio, EmployeeScreenIQ serves an impressive roster      of clients worldwide ranging from Fortune 100 companies to small      businesses and across all industry segments. EmployeeScreenIQ was      founded in 1999. “EmployeeScreenIQ places a high value on accuracy, client service and      fast turnaround time which makes them a perfect addition to      SterlingBackcheck,” said Clare Hart, CEO of SterlingBackcheck. “We are      pleased to welcome their employees, clients and partners to the      SterlingBackcheck family.”
“EmployeeScreenIQ and SterlingBackcheck are already united by our strong      client-driven cultures and our desire to provide the highest quality      background check services,” said Les Fishman, chairman and chief      executive officer of EmployeeScreenIQ. “By joining SterlingBackcheck, we      are able to further expand the range of services and screening      capabilities we offer to our customers.”
EmployeeScreenIQ joins SterlingBackcheck as it accelerates its multiyear      strategy of domestic and global expansion. In June 2015, Goldman Sachs      and La Caisse de dépôt et placement du Québec (CDPQ) acquired a majority      interest in the company . More recently and for the fifth time since      2007, SterlingBackcheck was named to the 2015 Inc. 5000 list of the      fastest growing private U.S. companies. The company also ranked sixth on      Inc.’s list of America’s 50 Fastest-Growing Women-Led Companies. About EmployeeScreenIQ
EmployeeScreenIQ helps employers make smart hiring decisions. The      company achieves this through a comprehensive suite of employment      background screening services including the industry’s most thorough and      accurate criminal background checks, resume verification services and      substance abuse screening. EmployeeScreenIQ is accredited by the      National Association of Professional Background Screeners (NAPBS), a      distinction earned by less than two percent of all employment screening      companies. For more information, visit http://www.EmployeeScreen.com . About SterlingBackcheck
SterlingBackcheck delivers confident hiring for a safer, more productive      world. An NABPS accredited, global background screening partner, we      employ over 3,000 people in 5 countries and help over 20,000      organizations hire and retain the right people. SterlingBackcheck is      trusted by more than 25% of the Fortune 100 and 20% of the FTSE 100 to      deliver accurate, efficient and compliant background and drug screening      services. Our teams deliver extensive expertise in screening best      practices, compliance and the client and applicant experience. Connected      by the world’s most robust background check technology platform,      SterlingBackcheck continuously reinvests in its business, customers and      communities to ensure we remain an indispensable, global leader. Visit www.sterlingbackcheck.com . Contacts

SterlingBackcheck Acquires EmployeeScreenIQ, a Global Provider of Background Screening Services

Companies Join Forces to Help Employers Recruit More Effectively and Improve Quality of Hire
CLEVELAND, OH--(Marketwired - Sep 1, 2015) -  SHAKER, the market leader in custom simulations for pre-employment testing , today announced details of its new strategic partnership with EmployeeScreenIQ , a global provider of employment background screening services. The resulting combination of SHAKER's Virtual Job Tryout® technology and EmployeeScreenIQ's advanced screening solutions provide the companies' joint customers with high-level insight into their candidates to make smarter, data-based hiring decisions. Companies leveraging both SHAKER and EmployeeScreenIQ benefit from some of the most innovative technology solutions to enhance the recruiting talent acquisition process. With SHAKER's Virtual Job Tryout, an interactive simulation of the on-the-job experience designed to see how candidates will perform if hired, employers benefit from a deep look at their candidates beyond the words listed on the resume. As a result, recruiters and hiring managers can make better-informed decisions about which candidates to advance, based on objective and standardized data from a multi-method evaluation experience that mirrors the complexity of the job. Once the top candidate for each position is identified and the company is ready to extend an offer, recruiters can then leverage EmployeeScreenIQ's premium background checks to reveal any acts of irresponsibility, violence, fraud or other deviance that can impact safety and productivity. With a feet-on-the-ground approach and taking no shortcuts, EmployeeScreenIQ scours records in each county nationwide, while leveraging the national Criminal Record Database, to reveal such criminal history or other potential red flags. Therefore, companies can confidentially hire the individuals who pose no risk to their colleagues or customers. When these two solutions are included in a company's applicant tracking system (ATS), recruiters benefit from a streamlined, automated candidate flow. By leveraging the comprehensive, real-time data delivered by SHAKER and EmployeeScreenIQ, recruiters can better vet their candidates, ensuring the right individuals are identified and given the offer, thus resulting in an improved quality of hire. "SHAKER aims to work with other technology providers that share our mission to transform how companies recruit through the use of talent analytics and leading selection science," said Joseph P. Murphy, executive vice president of SHAKER. "The background screening solutions of EmployeeScreenIQ do just that, making the company's offerings a strong complement to SHAKER's pre-employment assessments. We are thrilled to partner with the company and work together to provide more employers with the tools to elevate their entire recruiting continuum. "
"With more candidates applying to each position, employers today must look beyond the resume or interview performance to ensure they hire the right candidates the first time," said Joel Cheesman, director of Strategic Alliances for EmployeeScreenIQ. "SHAKER and EmployeeScreenIQ are both leaders in the field, providing the technology that enables recruiters to truly gauge the potential of their candidates while ensuring their top choices pose minimal risk to the safety of the workplace. The result is more confident hiring decisions that get the best people into the right positions. "
About EmployeeScreenIQ
EmployeeScreenIQ helps employers make smart hiring decisions. The company achieves this through a comprehensive suite of employment background screening services including the industry's most thorough and accurate criminal background checks, resume verification services and substance abuse screening. EmployeeScreenIQ is accredited by the National Association of Professional Background Screeners (NAPBS), a distinction earned by less than two percent of all employment screening companies. For more information, visit http://www.EmployeeScreen.com . About SHAKER
SHAKER's Virtual Job Tryout® (VJT) technology, enables recruiters to combine the best of predictive analytics and human judgment. Recruiters identify best-fit candidates with more precision, increase new-hire retention and improve quality of hire. Virtual Job Tryout technology delivers pre-employment assessments as day-in-the-life experiences that educate and engage while obtaining a work sample that predicts job-fit and competencies critical for success. Virtual Job Tryout technology is available in standard as well as custom configurations. It has been deployed in most industries for entry level to mid-management positions. More information can be found at http://www.shakercg.com .

SHAKER Announces Strategic Partnership With EmployeeScreenIQ

Background checks hold big sway with firms
Jason Morris, is president and chief operating officer of EmployeeScreenIQ, which surveyed employers about background checks and other employment screening. Among its findings were that most employers will reject applicants who lie about their degrees and diplomas. (Chuck Crow,The Plain Dealer)
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WARRENSVILLE HEIGHTS, Ohio – You are confident you could do the job, but you don't exactly have all the credentials the employer is requesting. If you are tempted to embellish your resume -- even just a tad -- to make yourself a perfect fit for the job, think again. Lying on your resume about degrees and diplomas is a nearly certain way to have an employer eliminate you from consideration, according to a national  survey revealing trends about how employers use background checks and other employment screening methods. The survey found that most employers were more accepting of people with certain types of criminal convictions than they were of people who lied on their resumes. The informal survey of more than 500 managers, executives, and other employees representing U.S. employers, was done by  EmployeeScreenIQ, the local company that performs employment background screening services for employers. Only about 20 percent of respondents are clients of the company. The online survey was conducted in January and February. This is the sixth year EmployeeScreenIQ has done such a survey. 7 things you need to know about background checks and employment screening
 1. The majority of employers said they wouldn't hire applicants who lie about their degrees or diplomas. Three-quarters of employers said they would not hire applicants who lied on their resumes about degrees or diplomas. Forty-four percent would reject applicants who lied about their dates of employment. Thirty- four percent would reject those who lied about job titles. Jason Morris, president and chief operating officer of EmployeeScreenIQ said he wasn't surprised that rejecting candidates who misrepresented degrees or diplomas came in first by such a wide margin. "We see it so often," he said of employment screening done by his company. "I am talking hundred of times a week. "
Morris said such misrepresentation included trying to pass off a fake degree from a diploma mill. 2. Employers would continue to test for marijuana even if recreational marijuana became legal throughout the United States. Fifty-four percent of employers said they would continue with drug testing programs even if recreational marijuana were legal. Only two percent said they would discontinue testing. (Other responses included "don't know" or employers said they didn't have a drug-testing program. )
Such a question asked of employers about the drug could be relevant in Ohio since legalizing marijuana may be on the ballot as early as November. "Just because it is legal, doesn't mean an employers has to accept it," Morris said. "You are going to see a lot of companies test onsite to see if people have smoked that day. "
3. Having a criminal history will not automatically disqualify you from employment. For example, while the survey found that at least 90 percent of employers would disqualify candidates who had felonies for crimes of violence or theft and dishonesty, only 32 percent would disqualify someone with a misdemeanor drug conviction. "It looks to me that employers are only concerned with the most serious crimes," Morris said. "That would be crimes of theft and dishonesty, violence, felony drug convictions and anything with any type of felony violence. Small drug offenses and minor infractions that didn't result in convictions? Employers don't really care about that. "
4. Fewer employers are asking applicants to divulge criminal histories on job applications. Only 53 percent of employers this year said they ask about criminal history on job applications, versus 66 percent of respondents last year. However, 75 percent of employers still ask candidates to divulge conviction later in the application process. The survey found that the declining number of employers asking about criminal history on job applications could be the result of two factors. First, the federal Equal Employment Opportunity Commission has recommended that the question of criminal history be brought up further into the application process. Secondly, the ban the box movement has led to legislation in many jurisdictions that eliminates the box on job applications that candidates must check if they have criminal convictions. For example, the City of Cleveland has such a policy for municipal jobs. "I can see the side of the applicant because it gives them a fair shot," Morris said. "But I also see if from the employer's point of view. Why go through the expense and time of a background check, if you are going to find out that an applicant had something very, very serious? "
Morris recommends that job candidates with criminal histories be upfront early in the process. "Tell your (prospective) employer at the first meeting, so you don't waste anybody's time," he said. "In an employer's eyes, that says a lot. They will say, 'You didn't have to tell me, but you are telling me anyway. '
"Let them know the circumstances of the criminal history and explain away what some of these things were," Morris said. 5. Nearly half of employers said ban the box laws are unfair to them. Employers appear not to like ban the box laws. Forty-eight percent of those polled said such laws are unfair to employers. Twenty-six percent said they were confusing to employers and 25 percent said they unnecessarily delay hiring decisions. "These companies are simply trying to reduce their risk, and bring in the best qualified candidates, while at the same time protecting their workforce and their clients," Morris said. "The most important take away is that companies aren't looking to disqualify a candidate," he said. "They want to find good people; and more and more companies are looking past a person's criminal record. "
6. If you don't reveal a past conviction, and an employer later finds out through a background check, you may risk the chance of being disqualified. Forty-four percent of employers said they would flatly reject candidates who did not divulge past convictions that were later found through background checks. Another 39 percent said they would give the candidate an opportunity to explain the convictions. In either case, Morris said this is the bottom line:
"There is no reason to lie because every company is going to do a background check on you, and they are going to find out one way or another," he said. 7. The majority of employers will give applicants a chance to explain the circumstances of criminal and other convictions. The EEOC guidance, or recommendation, to employers allows for job applicants to explain the circumstances of their convictions. Seventy-two percent of employers said they perform individualized assessments in which the circumstances of a person's convictions are evaluated in relation to the job they are seeking. The number is up from 64 percent the year before. "I am very happy to see that the number is climbing," Morris said. "This shows me that they (employers)  are looking at the circumstance behind the crime. "

7 things you need to know about background checks, employment screening

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"The synergies between our two organizations - most noticeably in regards to personnel and business objectives - were obvious," said Shannon Offord, Manager of Strategic Partnerships at DirectEmployers. "I'm really looking forward to working with the EmployeeScreenIQ team and providing more education to our members that will improve their employment screening strategies. "
"DirectEmployers' brand in our industry is an undeniable heavyweight," said Nick Fishman, EmployeeScreenIQ's Chief Marketing Officer and Executive Vice President. "We're really happy to be partnered with them and their team. "
About EmployeeScreenIQ
EmployeeScreenIQ helps employers make smart hiring decisions. We do this through a comprehensive suite of employment background screening services including the industry's most thorough and accurate criminal background checks, resume verification services and substance abuse screening. EmployeeScreenIQ is accredited by the National Association of Professional Background Screeners (NAPBS), a distinction earned by less than two percent of all employment screening companies. For more information, visit http://www.EmployeeScreen.com . About Direct Employers Association
DirectEmployers is an employer-owned association focusing on talent acquisition and OFCCP compliance that utilizes its technology and thought leadership to amplify job visibility and employment brand, facilitate partnerships to meet EEO/AA goals and provide proof of job delivery. For more information, visit http://www.directemployers.org . Contact:
Joel Cheesman, Director of Strategic Alliances
800-235-3954 x490

EmployeeScreenIQ and DirectEmployers Association Announce Strategic Partnership

Shaker offers the Virtual Job Tryout ("VJT") software product suite, which integrates gamification, simulation, and validation to deliver a candidate experience that engages, educates, and evaluates job applicants. Shaker's interactive online simulations are scientifically developed specific to each job and customer to predict on-the-job performance based upon the critical competencies for success.

Shaker

CLEVELAND -LRB- September 1 , 2015 -RRB- -- SHAKER , the market leader in custom simulations for pre-employment testing , today announced details of its new strategic partnership with EmployeeScreenIQ , a global provider of employment background screening services .

HRchitect HCM Tech Vendor News.
SHAKER Announces Strategic Partnership with EmployeeScreenIQ - HRchitect
Companies Join Forces to Help Employers Recruit More Effectively and Improve Quality of Hire.

CareerCloud is a career development platform that provides job search and recruitment services. The company offers services such as resume writing, job search advice, and resources for recruitment. CareerCloud serves job seekers and employers. It is based in New York, New York.

CareerCloud

iCIMS operates as a provider of talent acquisition technology in the human resources sector. The company offers a suite of products that includes an applicant tracking system, candidate relationship management, and employee onboarding solutions. iCIMS serves sectors such as retail, healthcare, manufacturing, and finance by providing tools for recruitment and hiring. It was founded in 1999 and is based in Holmdel, New Jersey.

iCIMS

OPENonline

Ohio State Bar Association

The HR tech collection includes software vendors that enable companies to develop, hire, manage, and pay their workforces. Focus areas include benefits, compensation, engagement, EORs & PEOs, HRIS & HRMS, learning & development, payroll, talent acquisition, and talent management.

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Acquired

EmployeeScreenIQ is a global provider of employment background checks and substance abuse screening services, helping employers make smart hiring decisions. The company achieves this through a comprehensive suite of employment background screening services including the industry's most thorough and accurate criminal background checks, resume verification services and substance abuse screening.

Date	11/3/2015
Round	Acquired
Amount
Investors	Sterling
Valuation	$XXM
Revenue	0 FY undefined
Sources	1

First funding	11/3/2015
Last Funding	11/3/2015
Investor	Sterling
Rounds	1 Acquired
Board Seats
Type	Corporation
Location	Ohio

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