As an employer, you’ll be used to requests to provide employment references, either from ex-employees or from the HR department of other businesses. You’ll be well aware that whatever you write is bound by the Data Protection Act (DPA) 1988. You’ll also be used to receiving references relating to new or prospective employees and understand that the way you keep such information is covered by the DPA. However, you may not be aware that employees have certain rights under the DPA to access references which, in some circumstances, may seem at odds with normal practice.Let’s look first at reference requests from someone who is no longer employed by you. That person has the right to request any personal data which you may hold, so it’s important that all personal data is accurate. However, the DPA has an exemption which states that you do not have to give the ex-employee a reference if it concerns their education, training or employment when such information was originally given in confidence. Even so, you may decide to provide a factual copy of the reference and that is acceptable. This exemption means that there is no obligation of the part of an ex-employee to give a new employer a copy of the original reference. Conversely, it also means that you cannot ask a prospective employee to give you a copy of a reference about their education, training or employment which had originally been written in confidence.Let’s now consider what happens when you have a new employee. You will have received references about that person which will be filed according to the rules and regulations of the DPA. Your new employee has the right to see any references about them which contain information which they already know, such as the dates of their employment and their absence record. But what happens when you are not certain whether information in a reference is already known to your new employee. For example, this could relate to their performance which may or may not have been discussed at an appraisal. In such cases where there is some doubt, you should contact the ex-employer and ask if they object to the information being disclosed. If they do object, then it is important to find out the reasons for the objection. Despite the objection, in most cases you will be expected to release the reference unless there is a strong reason against this. For example, removing the name and address of the person who wrote the original reference could be possible especially if there was a realistic threat of violence towards that person. In such circumstances you could withhold the reference altogether.Such decisions come down to what is ‘reasonable’ in the given circumstances. You have to weigh up the ex-employer’s request for confidentiality with the employee’s need to see the information about them. All references must be truthful and accurate, so it is equally important to assess how the employee making the request to see a reference would be affected by the information it contains, especially if they are applying for a new job.There may be occasions when it is not possible to obtain the ex-employer’s consent. In such cases, it would be reasonable to provide an overview of the information held in the reference and remove any information relating to other people.
More than 100 million education background checks are performed each year by employers around the globe using third party education verification and background search companies. This is a huge figure which reveals that education is the most prominent factor in deciding an applicant’s future.Employers invest a lot of time and money in hiring and training new employees. As a result, they want to find out as much information as possible before committing to hiring an individual. Often, former employers and supervisors can provide most helpful information about a candidate and it contributes a lot in a current hiring company decision making.But the problem is that many employers are reluctant to provide detailed references for former employees for fear of legal repercussions. Actually there is a defining line which can make an employer less reliable on reference checks and that is, education background check.As education is considered to be the foremost factor of selecting a candidate for an appropriate position, it is also considered to be defining factor for an employer to rely on a candidate if his or her education is legitimate, as it has found in many cases that job applicants forge resumes by mentioning wrong dates of attending the school, and as the higher qualifications are becoming the criteria, many job candidates use forged or fake degrees to get the job.These issues are very common these days, but they can be handled accurately by using education background checks services by professional education verification providers. Education verification is a very sensitive matter as well, because forged or fake degrees cannot be detected until it is verified and checked by a professional education background checks professional.Primary source verification method is considered to be the best education background checks criteria used which ensures the accuracy and authentication of the provided transcripts/degrees/certifications or any other educational document of a prospective job candidate.5 Things Every Employer wants to know about an Employee’s Education:
Any employer verifying education of a prospective candidate always want to know the schooling details, which university or school they have passed, what are the ratings of the university.
Employers checks the accreditation of the university or school from where the degrees are obtained, because there are many universities reported which are not accredited from higher education boards of the country and also alleged in producing bogus degrees.
Employers want to know the degree/diploma/certification authentication by checking the attending dates of the school and by referencing through the teachers and degree issuing authorities.
Employer’s wants to look into diploma mills directories as well to find out if the degree is obtained from such malicious business.
Employer’s verify the attestation details as well to get know that whether your credentials are attested by a right person, who is eligible to attest a document or not. This can also testify fake attestation threat.
Conclusion:Regarding education background checks, often a deceptive applicant with a computer and printer technology skills can create realistic-looking diplomas. Because of the large number of applicants who make false educational claims, it is strongly recommended that an Education Verification must be performed when a degree or certification is required for a given position. Education background checks is also valuable honesty check, while helping to protect an employer against negligent hiring claims and its a must.