TO HIRE OR NOT TO HIRE?

An investigation is more like a black hole. The more one digs in, the more it takes one into a different world of manipulated truth. The question is how to decipher truth from manipulation. An informed decision is based on knowledge for which good judgement and decision-making ability are pre-requisites. The Human Resource Officers are responsible for making the right hiring decisions and running detailed background checks, which are the pillars of an informed hiring decision for smooth onboarding.

The client company approached Stern Screening for an extensive Academic credentials check on a candidate at a critical position. Thus, the investigation team ran an open desktop search on the Register of Indian Educational Institutions which consisted of a list of Government authorised boards. However, the institution-under-scrutiny was not found in the list.

Consecutively, the Government Board of School Education’s website was searched for the institution. The website also comprised of a list of unauthorised boards which are blacklisted from conducting any degree course. Surprisingly, the concerned institution was discovered in this list. The team also obtained an official number of the Government Board of School Education from the website. Upon calling the number, an official responded by stating that the institution is prohibited from providing an education degree.

Following this, an open desktop search was conducted on the institution. The search established the institution’s online presence, and at the same time, an official contact number was obtained. When a call was placed on the number, their representative confirmed that their institution exists and is registered with the State Government of India for imparting education in the local areas. He also mentioned that after 2013, the institution discontinued the course pursued by the subject. When the official was asked to provide the candidate’s educational verification he confirmed the validity of the subject’s academic credentials. However, neither the candidate’s institution nor the course pursued was valid.

In order to conclude the investigation, the team conducted an open-source data check for the Government Council of Boards. An official number was obtained from the official site of the Council. Accordingly, a call was placed to the Government Council of Boards wherein the officials verbally denied the affiliation of the concerned institution with their Council.

Owing to such complicacy, where the candidate provided authentic educational credentials, but the institution’s accreditation could not be established under any governing body responsible for education in India, the case closed as negative.

MESSAGE TO HUMAN RESOURCE

Many times one comes across cases in which the candidate has pursued the course as stated in their CV. However, if the institution is not recognised by the concerned national education body or the course pursued has been discontinued, the educational credentials are considered to be erroneous and cannot be processed further for the purpose of recruitment.

Thus, the below-mentioned points can guide the recruiters smoothly to arrive at an informed hiring decision –

  • Recruiters need a screening partner who is well-versed with education rules and intricacies.
  • Prior information saves the recruiter’s time and money.
  • Accredited institutions directly reflect the student’s skills and capability.
  • An accredited education degree is valid and testament of candidate’s learning and cultivation.