Importance of Education Verification

  • By Brittany Guyton
  • 18 Aug, 2015
Hiring the right person for the job can be a difficult task when almost 53% of all resumes contain falsifications. It is critical to verify the information listed on an applicant’s resume. This will ensure that the applicant meets the basic requirements for the position. Verifying the education of an applicant is important because if the applicant lied about their education on their resume, they might lack the fundamental skills necessary to perform tasks associated with the position.

Education verification for employment purposes verifies the certification or educational claims of a job applicant. Education background checks confirm the applicant’s type of degree or certificate, graduation date, attendance dates, and any graduating honors. Education from GED, high school, college, university, technical school, or any other educational agency or institution can be verified.
Your business should always verify the education of job applicants because it helps protect employers from negligent hiring claims. Education is often the building block of a person’s success on the job and an education background search will confirm whether the applicant’s education claims are true.

Education verifications are a quick way for your company to determine if an applicant is the right choice for a position. With a majority of applicants willing to falsify information on their resume, it is a risky choice for your business to not confirm an applicant’s education.
Little information is needed from your applicant to run an education background check. Information that may be needed for an education search includes:
  • Social Security Number (SSN)
  • First Name
  • Last Name
  • School Name
  • School City
  • School Region/State
CourtHouse Concepts is an experienced and professional pre-employment screening agency that can help your business confirm the education of any potential employee in a timely manner. CourtHouse Concepts offers a wide variety of pre-employment screening services that allows hiring managers to feel secure about the applicant’s they choose to hire. Visit http://www.courthouseconcepts.net/ or call 877-750-3660 today to find out more about how CourtHouse Concepts can help you with pre-employment screening and education verification services. 

Industry News and Trends

By Brittany Guyton 18 Apr, 2016

“Ban the Box” is an international campaign advocating on behalf of ex-offenders, seeking employment. Their goal is to persuade employers to remove the “check box” from hiring records that asks if applicants have a criminal record. Followers of the campaign advocate that this change will allow employers to consider a candidate’s qualifications first, without the stigma of a criminal record.

 

New York City and Austin Texas are among some of the cities who have recently proposed amendments and ordinances regarding this issues.

 

The New York City Commission on Human Rights (NYCCHR) recently issued proposed rule amendments regarding the Fair Chance Act. Although this may be a step toward compromise regarding the “Ban the Box” issue, the amendments pose severe compliance challenges for employers. Some potential violations include; 1) Requesting permission to conduct a background check and 2) Using any standard form across multiple jurisdictions that includes a criminal history question regardless of if the form specifies NYC applicants should not respond.

 

Requiring employers to use a different employment application or form for hiring in NYC creates a significant compliance hurdle that could cost employers thousands of dollars in penalties.

These proposed amendments also prohibit employers from conducting their own search with terms such as “arrest,” “mugshot,” “warrant,” “criminal,” “conviction,” etc. It is unclear if these provisions prohibiting employers from searching for the specified terms or websites are barred from doing so at any point in the hiring process or just prior to extending a conditional offer of employment. These requirements would leave employers without adequate resources to conduct a criminal history search when needed.

 

 

A ban the box ordinance was also proposed in Austin, Texas. Although this ordinance is mostly straight forward, there are major concerns regarding a listed requirement to notify applicants in writing if the adverse action decision is based on criminal history.

 

Employers that conduct background screenings via Consumer Reporting Agencies (CRAs), the Fair Credit Reporting Act (FCRA) requires a specific process to be followed any time an employer is potentially making an adverse decision (i.e., denying employment, terminating an employee, deciding not to promote an individual) based on information contained within a background report – which may or may not contain criminal history information.

 

Requiring employers to specifically state that the individual’s criminal history is the basis for an adverse decision, extends beyond the federal requirements which presents potential compliance challenges for employers that hire in multiple jurisdictions

 

Learn more about the Ban the Box campaign and the concerns surrounding it at http://napbs.com/

 

Call Courthouse Concepts for detailed, and thorough background screenings!


 

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