Validation of Education. There are several ways that Xxxxxxxxxx & Associates validates the potential Staffing Resource’s education:
i. Use the background check HireRight website services and their tools like Risk Checklist.
ii. Use the NATIONAL STUDENT CLEARINGHOUSE website services.
iii. Use the School’s or University’s directory website or contact them directly. If the potential Staffing Resource’s education cannot be validated, the potential Staffing Resource will not be considered.
Validation of Education. Marquis Software human resources staff performs a resume verification to confirm job experience. Education is confirmed through review of course transcripts. Almost 20% of current Marquis staff were referred from Florida State University (FSU), Florida Agricultural & Mechanical University (FAMU) and Tallahassee Community College (TCC) Information Technology professors and completed an internship at Marquis prior to being offered a permanent position. Therefore, the education was validated on paper, by personal reference from professors, and through on the job training during internship. We utilize significant resources to ensure that we are hiring the right individuals for Marquis. Ensuring that both education as well as technical skills meets our standards, as well as the other factors, contributes to our ultimate success and we do not take this role lightly.
Validation of Education. ASD uses HireRight, a global background check company with over thirty years of experience, to verify pertinent education information including high school and college degrees or current enrollment.
Validation of Education. Education Validation is quite a crucial process and we take utmost importance in validating the same. We initiate this critical process by collecting information pertaining to certification number, the year of completion and the institution where the certification was issued with the location details. We then, share this information with a third party Background verification company to carry out the validation and verification process.
Validation of Education. Potential PCG hires are required to authorize a background and education verification. PCG HR personnel submit the request form to PCG’s background screening vendor: Federal Background Services. Federal Background Services completes all requested verification checks and provides the findings within 3 business days. For employees hired for our Agency For HealthCare (AHCA) customer, those employees must pass a Level II Federal Background check which includes fingerprinting. These checks are administered by AHCA.
Validation of Education. As a standard practice, CMA’s IT Recruiters will call or email directly with the university or institution where the staff member’s resume indicates a degree was conferred. In some instances, our clients have required copies of actual diplomas, transcripts or certified letters from registrars. When required we will ensure copies are obtained and provided. As an additional measure, CMA’s background check process includes standard education checks which provides CMA’s Human Resources Dept. with a report including the following information: Attendance dates Name of Degree Obtained Concentration Name of School Graduation Date CMA’s evaluation/qualification of candidates by our Technical Recruiting staff is detailed in the Pre- screening Methodology section above. Our technical recruiters initially evaluate candidates against requirements and then additionally setup technical screens with more senior IT resources to “Tech out” the candidates both during interviews and with brief question sets that provide a better understanding of each candidate’s experience and skills. As mentioned above, CMA has worked closely with State and City Agencies clients to provide an additional screening that allows CMA’s staff a review of preliminary requirements to determine whether marketplace candidates are a good fit for the Agency’s unique position requirements. While this type of interaction may not be part of the needs of Florida Agencies, we have found this level of review, in tandem with a close information feedback exchange with agency staff has provided invaluable insight and clarification on the requirements. We strive to establish CMA as a trusted partner to all of our clients and remain available to provide the best possible candidates to meet our customer’s requirements. CMA will incorporate the required Resume Self-Certification Form (Exhibit G) seamlessly into our Pre- screening process by requiring it be returned to our IT Recruiter(s) as part of the documentation they request from each potential candidate. We have experience in being flexible with our process as some State and City Agencies have similar requirements for additional documentation such as: Actual copies of degrees or transcripts, Right to Represent (RTR) forms or copies of IT Certifications.
Validation of Education. In order to validate the educational experience of a candidate, we may ask the candidate to provide copies of transcripts or certification of training. Additionally, we may contact references provided at educational institutions as part of our normal follow-up on a candidates employment references. Ensure Candidate Resumes fit Job Title Descriptions We carefully screen each candidate to ensure that their resume describes skills and abilities that fit the job title descriptions they are expected to support. We use a skills matrix to determine years of experience with specific skills and match this against content on the candidates resume. This also helps us to determine the appropriate scope variant for the candidate under each job title. Utilize Resume Self-Certification Form All candidates will be required to complete the resume self-certification form provided with the RFP as Contract Exhibit G. These will be maintained on file for each candidate and updated whenever the candidate makes changes to his or her resume. Establish Interview Criteria Our interview process includes several key criteria that must be addressed and met by the client in order to make them eligible for consideration. These include verification of availability and willingness to relocate if required by the position. Additionally, we will often discuss specific details of a placement for which the candidate is being considered to ensure that they understand the requirements and expectations of that placement and that they have the necessary skill to complete the required tasks. Finally, we may conduct multiple interviews, or re-interview a client based on opportunities that become available or changes in the candidates educational or employment experience. Require Reference Checks Each candidate must provide current contact information for recent employment history, listed on his or her resume. Reference checks will be completed for these as well as any entries that relate to the specific placement under consideration. Some of the key questions asked during reference checks relate to the reliability of the candidate during the referenced employment. Ensure Candidate can Demonstrate Knowledge to Support Experience A resume on paper only describes a part of the candidate’s skills and experience. In order to better understand our candidate’s qualifications, we conduct technical interviews in addition to our standard employment review. During these interviews, one of our senior IT profess...
Validation of Education i. Checking for education records is part of the internal processes and procedures that the company has adopted. To ensure the quality of the potential employee, we send a Letter for Requesting Educational Records along with the Applicant Information Release Consent Form to the educational institution to verify the information provided by the applicant.
ii. In addition to verifying educational records, we also use accreditation databases maintained by the US Department of Education and the Council for Higher Education to check a school’s legitimacy when it becomes a potential issue
Validation of Education. Please see the Reference Checks section: Infinity confirms all applicants' claimed educational institutions, the years attended, and the degrees, certifications, or diplomas earned. Infinity is committed to providing the best staff for any augmentation project. To ensure the success of a project, we carefully select the most qualified candidate based on our personal knowledge of the employee's abilities and the work history reflected in a resume. To that end, all employees maintain an updated resume that reflects their most recent work experience. Only those candidates whose skills best match the job description will be proposed for staff augmentation positions.
Validation of Education. Phemak will conduct full educational validation for each candidate before submittal to the job. Our legal department has network of firms to validate candidates educational credentials. These educational validations will perform for demostic degrees as well as foreign degree who gradudates from outside of United States. In this phase the skills, competencies, profile, the likely role, responsibilities, education and other qualifications are collected from the client and they are uploaded into the database. The recruiting teams use several software tools like ConRep, ConAge, ScreenDrive, etc. for storing, searching, updating and maintaining the resources information throughout the life cycle of recruitment management. Standardized questionnaires and Testing Mentor – Protégé programs Internal & External Talent Evaluation and Management Continuous focus on feedback received 24X7 Global Recruitment team Access to Global Talent Pool Employee referral schemes Active Database search (Indeed, Dice,LinkedIn) Internal Tools (Conrep, ConAge, Syenna, CatsOne etc.) Industry & Professional Networks (LinkedIn,FaceBook, Plaxo, Dice, Monster etc.,) Internal Recruitment Management Focus on Turnaround Time Internal and external training sessions on cutting-edge technologies and soft skills of potential recruits.
