iCrederity

As hiring managers or human resources professionals, you are likely to be faced with the task of reviewing applications and resumes of people who want to work for your organization or who want to be promoted. Some applicants may list credentials or degrees that appear credible, such as bachelor's, master's, or doctorate degrees, or professional certification. Attached to many resumes are academic documents that warn that some people are buying credentials or degrees from "diploma mills" companies. Most "diploma-making" companies charge a flat fee, require little if any education, and award a degree or diploma based solely on work or life experience. For this reason, the verification of these studies documents carried out for a job vacancy or an internal promotion becomes an activity that requires certain skills and involves a special work methodology. These knowledge skills are validated through verification with institutions accredited by the Ministry o...

The HR personnel are often found going through the trauma and turmoil of the hiring process, dealing with fake profiles. The pile of resumes slopping with a major stack of fake details is not only infuriating, but the fact that even a slight wink of the eye can cost the company its reputation and productivity exacerbates the stress. A genuine educational background does always make for a better hire, it’s a plus! But employing someone with fake details means inviting potential risk for the company. Certain resumes have fudged data that include exaggerated work experiences, false employment dates, and most critical of all, phony educational credentials. It comes as a close runner up to hidden criminal history, so it is known how integral it is to verify a candidate’s educational qualifications. What if the HR, for some reason, turns a blind eye towards background screening and hires a candidate with unverified educational credentials? Is it really such a huge deal? As simple as on...