Employers use social screening to confirm education credential verification to make sure applicants are truly qualified. This procedure finds inconsistencies and prevents potential fraud detection in hiring decisions. Verifying that applicants possess the credentials they assert is a crucial aspect of the hiring process. Before proceeding, employers should verify this information, as education often plays a significant role in hiring decisions. However, how do they accomplish this, and what makes it so crucial?
What is an Education Background Check?
An education background check validates an applicant’s educational claims by confirming their high school, college, and vocational school attendance and degrees. Proof of degrees, training, and certificates; dates of attendance; and whether the candidate attended the colleges they claimed to have attended are all displayed in an education background check.
Education background checks typically cover the time required to locate official records. No matter when a candidate earned their degrees and diplomas, employers can verify them. Occasionally, an educational background investigation reveals honors and GPA. If an employer is looking to fill a position (like a higher education teacher), they will ask for this information.
An education reference check typically doesn’t confirm licenses. What if a company has to verify that a candidate is certified to operate in a particular field? In that scenario, an additional form of background screening—professional license verification—will be required.
Why Do Companies Check Education?
Employers can reduce legal and reputational concerns and make sure they’re recruiting qualified, reliable applicants by verifying education:
- Matching Skills to the Job: Companies want to make sure that applicants possess the abilities and knowledge required for the position. They can locate the ideal fit by looking at schooling.
- Preserving Company Reputation: Hiring someone who lacks the necessary skills might negatively impact the company’s performance and image.
- Respecting the Law: Certain occupations, particularly those in healthcare or finance, are legally required to possess specific degrees. Employers must review these to remain in compliance.
- Preventing Fraud: Occasionally, applicants fabricate or overstate their educational background. Verification aids in the early detection of this.
What Education Details Are Usually Checked?
Employers ask for sealed transcripts or diplomas or get in touch with the schools themselves to confirm education. Some businesses use outside verification services to make sure the information is accurate. Employers skip education verifications far too often. Employers’ perception that the process is overly complex is one of the most frequent explanations for this. Actually, it’s a rather straightforward process. First, you will ask the applicant for some basic information. This information consists of
- The full name of the applicant is provided. (Note: Be careful to have the whole name that the individual used to graduate.) For example, a woman may be applying using her married name, yet she may have graduated under her maiden name.
- The name and address of the university that awards degrees
- The dates of attendance (Note: Providing just the year and month is sufficient.) For example, January 2005–April 2010
- The name of their degree and its field
- An authorization release that the applicant has signed
How Do Companies Check Education?
Employers verify a candidate’s academic credential verification services using a combination of digital technologies, trusted services, and direct outreach:
1. Reaching Out To Educational Establishments
Companies can get in touch with the schools that a candidate says they attended. They are certain to receive the correct information using this method. Frequently, employers request:
- Verification of the dates for enrollment
- earned a degree
- Any awards obtained
Employers can contact the registrar’s office or admissions office by phone or email to confirm educational institutions.
2. Making Use of Outside Verification Services
Many companies choose to employ external services that specialize in verifying educational credentials. These businesses possess the necessary tools and expertise to quickly and efficiently verify digital credential authentication. They can frequently offer a thorough report that consists of:
- Verification of online degrees confirms the school’s accreditation.
3. Requesting Diplomas or Transcripts
As part of the verification procedure, employers could request that applicants provide their diplomas or transcripts. This makes it easy to verify the stated level of education. This approach, however, depends on the candidate’s honesty.
4. Internet Databases
Some organizations keep internet databases that employers might use to confirm claims about education and degrees. These databases have the potential to expedite the verification process.
5. The Screening of Diploma Mills
Diploma mills are educational institutions that sell degrees with minimal or no academic standards, and employers should be wary of them. Employment education check assist in identifying and preventing employment at these establishments.
6. Verifying Certifications for Foreign Study
Candidates having degrees from foreign universities might require extra verification techniques from their employers. They may consult global databases or make use of firms that focus on verifying foreign schooling.
7. Screening for Social Media
As an additional technique to confirm educational claims, employers can also employ social media screening. Candidate background screenings frequently provide information about their educational histories on LinkedIn and other venues.
8. Examining A College Website
Checking the official website of the claimed educational institution can also reveal information about its legitimacy. Employers can look for accreditation details and program offerings.
How Long Does Education Verification Take in Job Screening?
Employers frequently skip education background checks because they believe they take too long. Companies may not have the patience to wait. Or they may be in a critical situation and need to recruit someone immediately. The wait will be well worth it, regardless of how rushed you are. You will immediately hire a qualified candidate. You and your business will avoid the headache of rehiring if you discover later that the individual lied. The fact that background checks for education don’t take long is even better. Procedures at some institutions make things take longer than necessary. Employers, however, typically anticipate the results in a matter of days.
Final Verdict
In conclusion, one of the most important steps in the hiring process for businesses is the verification of education. Employers can make well-informed judgments that enhance the performance of their company by carefully reviewing a candidate’s educational background. Background check companies for education are essential if you are a hiring manager. They guarantee that the person you hire is qualified and honest. You’re in luck because proving your education doesn’t have to be difficult. Screenify Solutions expedites the procedure while adhering to your spending plan. You’ll be well on your way to selecting the best candidate for your business when you work with us.
Frequently Asked Questions
Employers typically verify education by contacting the institution directly, using third-party verification services, or requesting official transcript verification. The process ensures that the candidate’s claimed degree, major, and graduation date are accurate.
Yes, many employers reach out to the registrar’s office of the school or university. Others may use professional background examination companies that have established connections with educational institutions for faster verification.
On average, it takes 5–10 business days, but it may take longer if the institution delays responding, if the degree is older, or if it’s an international verification.
Candidates may be asked to provide a copy of their diploma, transcripts, or written consent to release records. Employers or third-party services then use these documents to confirm details with the institution.
No. Due to privacy laws, employers usually need written consent from the candidate before contacting schools or using verification services. Without consent, access to official academic records validation is restricted.
Verification services: Cross-check information with official records, accreditation databases, and university registrars. Diploma mills and fake transcripts are flagged when the institution cannot confirm enrollment or the accreditation verification process.
In the U.S., the National Student Clearinghouse provides a centralized database for verifying student enrollment and degree completion, making the process faster and more reliable.
Employers focus on whether the online institution is regionally or nationally accredited. Accredited online degrees are treated the same as traditional degrees, while unaccredited ones may raise concerns.
Employers must follow privacy regulations such as the Family Educational Rights and Privacy Act (FERPA) in the U.S. and obtain candidate consent before accessing records. Misuse of information could result in legal liability.