It is generally believed by those of our trade while job candidates can embellish their job tasks and positions, which frankly lie about their education.
Yes, that person you interview with your Human Resources Manager and other senior officers, who looks presentable and acting as bright and articulate may well be the invention of education. In most cases of allegations of its candidate for higher education is not necessarily a complete fabrication. He could have done actually enrolled in college that appears on the resume. He just did not graduate from that school. Or any other school, for that matter.
But there are those who, a remarkable number of job candidates who have participated in what we call a phantom presence. This means that not only graduate from high school but never enrolled at all. Why did you choose that particular school as their place of fiction in the graduation is unknown. But enough candidates lie about graduate schools that have never seen, except for the pictures online. The HR person should always consider the presence of a very real ghost.
As for the candidates that schools can claim to have graduated, the selection is varied and sometimes dark fun. Some may opt for the smaller schools and more out of the way his fictional alma mater. You can select something artistic and prestige of these schools is possible to know, but do not know much about .. Or the candidate can take the darkness in another direction by including a high school on your resume seriously sub-par distance or higher education that few ever heard of ..
There is some logic in making such statements. To say the list, a black school or esoteric Midwest New England college, as the place of graduation, the candidate may believe that helps to sustain its credibility. Even the most astute human resources may well determine no one really lie about graduating from Reed college in Oregon, Amherst, Massachusetts, or Lake Forest, Illinois? Or for that matter as a defense against low self-esteem, who dares to boast of graduating from one of the legions of North Western University Master of slippery eels in this corner of the middle of nowhere? Therefore, the thinking goes, you can accept his statement at face value and did not bother to check.
Other candidates will take the alternative route. In fact most will choose the larger schools, believing that their names and dates of graduation and assumptions may be lost in bureaucratic confusion. Of course, if he was present for a while, they hope their license plate numbers can be mistakenly interpreted as evidence of graduation. What they lack in education, make up for in audacity. Well, more or less.
Finally, the titles are untitled. These are the fake degrees given by "life experience" and not representative of the participation or exclusion from any accredited college or legitimate. They are totally false. But they are very popular. The more enterprising among the duplication may purchase these titles online for anywhere from fifty dollars to several hundred dollars. University degrees are a bit more expensive than simple Bachelor "but are available from any number of fake universities. Some of them even look impressive, as long as they are not trying to find the physical address of the school through the Internet.
Before you get too upset or too suspicious, keep in mind that those who lie about their grades are a minority job candidates. More often that their candidate is not really who they say they and not to attend and graduate from college listed on your resume. But keep in mind the operational phase here is "more often." With this in mind, think of ways that can cause embarrassment and even litigation if by mistake to hire someone who only achieved a degree of fiction.
It may be true that the lack of a bachelor's degree in certain disciplines may be irrelevant. There is a saying, for example, that a good salesman is born and not made, or something of the affection. And while that may be true in some disciplines, more than one person the more that credit ratings provided through proper education. It may very well be your new employee to their degree of genuine fiction may lack the necessary skills for the job. This fact can cause all sorts of problems and even lead to catastrophe in its many formS.
It has allocated time and money for rent. You have distracted from its work force, at least those who have carried out several interviews. When hiring this person, who may have rejected a candidate who was really qualified, but is no longer available. Now you must allocate additional resources to hire someone else. Such errors can be harmful to employee morale and results.
Moreover, by hiring someone unqualified lacking under its title, which is jeopardizing their relationship with customers. It is possible that this person is assigned to a client, and now the employee has the stuff through the leg is the lack of qualification. This can make your customer very unhappy. The customer can claim compensation. They can even threaten a lawsuit. This is not only expensive but also embarrassing.
If you think this does not happen, you better think again. These are not stories of executives like to brag about during lunch. These are the stories that are whispered, and the sound is much more ominous and detrimental to your business. Let's face it, if the failure of the causes of due diligence is harmful to his client, then you will be accountable. You ridicule and cheap. You can also find another customer to replace the one he left.
The moral of this story is that the Human Resources Management should go all out, no matter how reliable sound. It is essential to have an employee screening program in place and to include verification of education as part of that program. The few dollars spent up front to check the graduation of their candidate can save you a lot of money and time as well as and the potential for litigation and embarrassment. Those who win contracts with large companies, especially technology or defense and security-related industries such controls are based firms mandate for all who will be working on the project. This includes verification of education. Often the emphasis is on verification of all grades and not just the maximum.
In carrying out verifications of education here are some things to consider-
• Colleges and universities often provide verification, either at home or through the National Student Exchange or other service information of third parties. If the University is registered with a third party service, the level often can be seen that day. Third party services that charge a flat fee for access verification. Some background checking agencies add to this rate, while others will get to cost.
• In general, grades are checked by the background check services within a couple, a few days. The process can take longer if your candidate is graduated a few years ago, or is not listed in the database.
• Verification may also take more time during holidays, semester break or summer. Be prepared to allow more time for verification.
• Verification of foreign universities will inevitably take longer than the internal verification. In general, the rates for foreign checks are significantly higher than the costs of a national university. Be prepared to pay more and wait longer for external verification.
• Some schools require disclosure of your candidate and the authorization form before issuing the check.
• When providing information on their candidate to the University or third party services, it is best to include the years they attended, year graduated, the actual degree and higher, and for big schools campus, where he attended his candidate.
• If the candidate is a woman, make sure the information you send reflects the real-name its candidate graduated. It can sometimes be its candidate for the position under her married name and does not give her maiden name, the name used while attending school.
• This can also apply to foreign students. Sometimes foreign candidates change their names after graduation, to be more accessible in the American workplace. But they may attend school, with its formal name. Their candidate is known to you as "Ben", but the school still was "Bao". This can complicate the verification process.
• If the school or the service of others are having a difficult time verifying and our degree candidate may request a fax of your diploma or final transcript.
• Be sure to keep his uniform verification process. You may choose to verify all grades or just the highest degree obtained. Whatever you do for a candidate, you must do to everyone else.
• Make sure your background checking service stays ahead of any complications that may arise in the verification process. Establishing and maintaining fluid communication to enable the service to stay informed and further information if necessary.
Remember that if for some reason and after due diligence can not verify the degree of their candidate, it probably means that they never received one. They may try to talk your way out of it, but stand firm and insist that any information requested. There is nothing exceptional in this information to anyone who really has graduated from an accredited university. If you can not provide this information, you may want to look for another candidate. Remember the axiom that if they are on the level then they are at work when it became the accepted wisdom for any reason. Check them out before hiring.
Topic: A Brief Education on Education Verification (Read 6368 times)
