There is a general understanding among many human resources manager and background checking services as well that employment candidates tend to embellish on their employment but lie about their education. Of course, those who lie about their education are in a minority, but they are a fair number, nevertheless.
With the economy as bad as it is and with jobs as tight as they are, I am sure more job candidates, out of desperation will stretch the truth in an effort to be more competitive in this recessionary job market.
What is interesting is that some employment candidates will credit themselves as graduates at schools where records show enrollment only. Others will simply make up a school and pretend to have graduated from there. Some older job candidates, not understanding how the background checking system works, figure they can fudge it somewhat as their alleged degree may have gotten lost in the shuffle.
When running background checks, especially education verification, here are things to consider–
- Be sure you have the correct spelling of you job candidate’s name. This may sound simple enough, but sometimes female graduates omit the fact they went to school under their maiden name and are now married. International students may have gone under their birth name, but have since changed their name so it sounds more “American.”
- Ask for the candidate’s degree, but also the major. Job candidates with common names my otherwise be confused with others of a similar name who also attended or graduated that college.
- Find out the campus. Not all colleges and universities have a central database, and it may be necessary to request education verification from that specific campus. This is particularly true with international education verification.
- Some colleges will utilize third party databases for education for purposes of education verification. If the job applicant’s name is not on the database, it doesn’t mean they are lying about a degree. Sometimes, especially when it more distant graduate, the records didn’t transfer to the database and must be researched through the college registrar’s office.
- If all else fails, ask for a copy of your job applicant’s degree. This can be submitted to the registrar for more intensive research. Sometimes it is a simple issue. Something like– The applicant did not graduate in June, but in August, having to layover for one more class to fulfill all credit requirements.
- the main thing is for a background checking agency to try every means before listing the candidate as unable to verify. Education verification, as with many other background searches, is often a double edged sword. You certainly do not want to miss those who were lying about their degree. This is especially the case where definite skills are mandated, and only a degree will demonstrate those skill sets have been met. But then, you don’t want to deny a job candidate employment, just because you failed to go the extra mile.
These are simple principles but very important. Refer to them when conducting education verification background checks, and you will find the searches are less confusing and will yield better result.
As always, check them out before you hire.
