Yes, companies routinely check a job candidate’s educational background, including degree verification, as a standard part of the hiring process. This practice confirms the accuracy of information provided on resumes and applications. Verifying academic credentials serves as a basic act of due diligence for any organization considering a new hire. This process helps ensure that a candidate possesses the minimum qualifications advertised for the role, providing a foundation of trust before an employment offer is finalized. Understanding the mechanisms of this verification and the rights of the applicant is important for navigating the modern job market.
Why Employers Prioritize Degree Verification
Employers conduct degree verification for specific business reasons, primarily focused on mitigating risk. Confirming a candidate’s educational claims protects the company from the financial and reputational damage that can result from hiring an underqualified individual who later fails in the role. This check is a safeguard against resume fraud, which is a concern for many organizations as it speaks directly to a candidate’s integrity.
Certain regulated fields, such as healthcare or finance, have strict legal and industry requirements that necessitate proof of specific educational attainment or certifications. For these jobs, verification is necessary to ensure regulatory compliance and avoid potential legal liabilities, particularly those related to negligent hiring. Verifying credentials also helps employers assess a candidate’s preparedness and potential for success within the organization.
How the Degree Verification Process Works
The verification process typically begins after a conditional job offer is extended and always requires the explicit, written consent of the job applicant. This authorization allows the prospective employer or their designated agent to access the necessary academic records. Most employers do not contact the university directly but instead use specialized third-party background screening services.
These screening firms manage the task of contacting the educational institutions to authenticate the claims. Many institutions in the United States use centralized services, such as the National Student Clearinghouse, to streamline the process for employers and verification agencies. For international or non-US degrees, specialized companies or university-specific verification services may be used, often requiring the candidate to pay a small fee for the service to proceed. The screening service generally provides a formal report back to the employer confirming the accuracy of the educational information.
The Scope of Educational Background Checks
The educational background check focuses on confirming the factual data points of your academic history. The information verified includes the name of the institution attended and the specific degree or certificate that was awarded. Screeners also confirm the major or field of study and the dates of attendance or the year of graduation.
It is a common misunderstanding that employers can access a full academic transcript during this process. In most cases, the standard verification does not include your grades or Grade Point Average (GPA). GPA or coursework details are generally considered private and are only checked if they are relevant to a highly specialized role and the employer directly requests a copy of the transcript from the candidate, with their explicit consent.
Your Rights During the Verification Process
Federal law provides specific protections for job applicants during the background check process, particularly when an employer uses a third-party screening company. The employer must first provide a clear, standalone written disclosure stating that a background check may be conducted and then must obtain your written permission to proceed. You have the right to refuse consent, but the employer may then legally decline to consider you for the position.
If an employer decides not to hire you, or takes any other adverse action based on information found in the report, they are required to notify you before making the final decision. This notification includes giving you a copy of the background report itself and a summary of your rights. This process allows you the opportunity to review the information and dispute any errors or inaccuracies with the screening agency before the hiring decision is finalized.
What Happens If Discrepancies Are Found
The consequences of a discrepancy depend on its nature and severity, ranging from minor administrative errors to outright fraud. A small variance, such as a slightly incorrect graduation date or a clerical error in the dates of attendance, is typically considered a minor issue. In these cases, the employer will often seek clarification from the candidate, and if the explanation is satisfactory, the hiring process will continue.
However, claiming a degree that was never earned or exaggerating the level of a qualification is considered a major discrepancy and a serious act of misrepresentation. If this is discovered before hiring, the job offer will almost certainly be rescinded, as employers view this as a breach of trust and integrity. If the lie is discovered after the individual has started the job, it can be grounds for immediate termination, regardless of the person’s performance in the role.