32 | GR ADUATE EMPLOYABILIT Y |
W:
www.universitybusiness.co.uk | T: @UB_UK
T
he process of verifying information from a graduate applicant’s CV is similar to what a university
would undertake when conducting pre-employment screening on its own personnel. The goal of screening is to check whether the candidate’s actual experience and achievements match what they reported – in short, that they are who they say they are.
The following should be considered when screening graduate applicants:
✥ Policy and data protection: Information verification should be proportionate to the reason for screening. For example, the application review process generally considers qualifications, references and past experience (related employment or volunteer work). Therefore, it would be proportionate to conduct an education check, reference check and verify employment history. One might view going beyond this to be excessive (e.g. credit check). However, for roles that involve clinical experience or exposure to children or vulnerable adults, a standard or enhanced criminal check may be required.
✥ Compliance and consent: Graduate applicants, like job applicants, must give their consent to screening before it is conducted. At a minimum, the consent form should explain a) the purpose of screening; b) what types of checks will be conducted; c) how the information will be collected and stored; and d) how the applicant can request a copy of the information collected about them.
Because most students and applicants may not be familiar with screening and information verification, a consent form on its own might be intimidating. That’s why it’s important to provide companion information (such as FAQs) for assurance and to explain what will be happening throughout the process. While the majority of applicants will
pass through the process without incident, the reality is that the highest levels of discrepancies across screening occur in education/qualifications (as high as 30% in some countries) and employment history (as high as 40% in some countries). As you might expect, the most
common major discrepancies in these categories involve degree or title inflation; discrepancies in atendance or employment dates also are common. More seriously, we have seen outright fakery: cases where the candidate has created
Traci Canning
GRADUATE SCREENING – A QUICK GUIDE
By Traci Canning, senior vice president and managing director for EMEA at First Advantage
a copy of a degree certificate using ‘cut and paste’ images and a laser printer. In one case, a candidate created what
looked to be a plausible copy of a UK degree certificate but, when researched at the source, the university reported that the crest was for a similarly named, albeit defunct institution – and the university president who allegedly signed the certificate was not presiding the year the degree was alleged to have been awarded. For applicants who have come to study
in the UK from abroad, the process for verifying education and employment qualifications can vary by country. For example, when verifying a degree from a university in India, one must know the seat/roll number of the student (as well as understanding whether the degree was awarded by the university or one of its affiliated colleges). In Germany, the entire academic system shifted away from the Diploma and Magister (with their longer enrolment periods) toward the more internationally recognised Bachelor and Masters degrees. Graduates looking to work during or
after their studies can expect robust pre- employment screening if they wish to land
a job in a prestigious UK or multinational company. Depending on the position and industry, these candidates can expect a full range of checks, including ID, criminal (including an international criminal check – where allowed – if they have resided outside the UK for longer than a specified period), education and employment history (including gaps in employment). Applicants should be aware that, in
some cases, they may not be allowed to start employment – or even be allowed on-site – unless their screening has been completed to the employer’s standard. By far, the most common delay in screening is caused by incomplete information or documentation. This can be challenging for those who have worked in seasonal or casual employment, so it would be prudent to save payslips or other documentation as evidence of employment history. With UK graduate programs amongst
the most popular in the world, and with graduate recruitment levels returning to pre-recession levels, the outlook for potential students and job seekers is good. Those applicants who have done their homework on the screening process will be well prepared for their placements. UB
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