Avoiding risk and costly mistakes starts here
Every employer has encountered at least one applicant who has stretched the truth regarding their educational background or their employment history. It only makes sense since most positions have specific requirements and workforce competition only continues to increase. With that in mind, if you’re in the process of developing a background screening program or are looking to improve your current one, this overview of best practices for employment and education verification will help.
Compliance is key
With more and more companies utilizing background screenings as part of their hiring process, increased legislation regarding these inquiries is to be expected. To be sure that you’re protected and that you’re able to continue getting the information you need to make qualified hiring decisions, it’s important to stay up to date on compliance rules and new developments.
Dig deep enough
Did you know that there are “diploma” services out there that will award you a college degree, complete with a certificate signed and dated by a dean or university president without ever attending one single class? These diploma mills simply sell degrees and anyone (even a household pet) could get one just by paying the fee. So what’s to stop a potential candidate from listing a Masters Degree on their resume or job application? Nothing—except the implementation of a thorough background check.
Verifying employment history and educational background is something that each applicant expects. Although most people will provide you with accurate and truthful information on their resumes and their application, there are those who will falsify, exaggerate or simply lie about their history. It’s those untruthful submissions that you’re looking to avoid, which is why it’s critical to have a screening process that identifies scams and works to properly vet a candidate’s degree.
This may seem obvious, but when advertising open positions, be sure to always include a bulleted list of educational and employment-related requirements. Include specific degrees necessary, certifications or training required and years of experience. This is a great way to weed out candidates who don’t have what you’re looking for. Stating what you require upfront can deter those who do not meet the qualifications. Of course, there is always the chance that someone may still attempt to be deceptive—but that’s where your background screening will take over.
Make it standard and stay consistent
Once you’ve established a background screening policy into your hiring process, it’s crucial to apply it to all positions and candidates with no exceptions. Verifying education and employment background is something that should be done for every hire, without question. Creating and maintaining a uniform policy will not only reduce your risks when it comes to hiring the wrong people, it will also protect you from any future issues related to discrimination.
The ability to get thorough and accurate background information about potential hires gives employers a whole new level of protection for their organizations. When you’re implementing a screening program into your hiring process, you can request a complimentary selfcheck to get your own report and ensure it is free from errors while taking the system for a no obligation test.