Education Verification. To the extent records are available, verification of the Resource’s highest degree or certifications indicated on the Resource’s employment application or resume. Disqualifier: Unable to reasonably verify, to the extent records are available, the Resource’s educational degrees or certifications indicated on an employment application or resume.
Education Verification. Prior to the assignment of any Supplier personnel at Purchaser’s facilities or assigned locations, Supplier shall verify all pertinent degrees, professional licenses, and job related certifications obtained by the Supplier candidate for the purpose of confirming they possess the necessary educational qualifications to meet the position requirements. If the education institution cannot verify the information, the Supplier candidate may provide additional documentation (transcripts, diploma, etc) to support their education status. Only Bachelor and Graduate level degrees accredited by the Department of Education will be accepted as evidence the Supplier candidate possess the necessary educational qualifications. When education levels cannot be verified by Supplier, Supplier personnel shall not be assigned to General Dynamics Land Systems, Inc. without the prior consent of the respective location’s Purchaser Human Resources Manager or their designee.
Education Verification. With respect to EMEA based Resources, to the extent records are available, verification of the Resource’s highest educational degree or certification indicated on the Resource’s application or resume. Disqualifier: Unable to reasonably verify, to the extent records are available, the Resource’s highest educational degree or certification indicated on the Resource’s application or resume. Address Check With respect to UK based Resources, to the extent records are available, verification of the Resource’s address should cover the three (3) years preceding the date of the check.
Education Verification. With respect to Japan and APAC based Resources, to the extent records are available, conduct a verification of the Resource’s highest educational degree or certification indicated on the Resource’s application or resume. Disqualifier: Unable to reasonably verify, to the extent records are available, the Resource’s highest educational degree or certification indicated on the Resource’s application or resume.
Education Verification. With respect to LAD based Resources, to the extent records are available, verification of the Resource’s highest educational degree or certification indicated on the Resource’s application or resume. Disqualifier: Unable to reasonably verify, to the extent records are available, the Resource’s highest educational degree or certification indicated on the Resource’s application or resume. EXHIBIT B – SAMPLE CONFIRMATION OF BACKGROUND SCREENING [Provider: Place letter on Provider letterhead, specifying legal name and address of Provider as needed for the applicable Statement of Work] [Insert today’s date] {Insert Local Oracle Subsidiary name} {Insert Local Oracle Subsidiary address} Subject: Confidential Confirmation of Background Screening To Whom It May Concern: This is to notify you that a background investigation was conducted no longer than one (1) year prior to the following Resource(s) commencement of services for the Client. Name of Resource Date of Background Check [Insert Name of Resource] [Insert Date] The company performing the screening was: [Insert name of screening company and contact information]. The scope of the investigation included the following: [Revise list below based on criteria listed in Exhibit A for the applicable country] • Social Security • Criminal background check • Employment verification • Education verification • Prohibited parties check • National Sex Offender Registry • Address Check No disqualifying information was identified as a result of this background check. If you have any questions regarding the above, please contact [Insert name of contact] at [Insert contact phone and email]. Sincerely, [Insert signature]
Education Verification. Prior to the assignment of any Temporary personnel at Purchaser facilities, SUPPLIER shall query levels of higher education presented by Temporary candidates for the purpose of confirmation of necessary educational qualifications to meet the position requirements. When education levels cannot be verified by SUPPLIER, Temporaries shall not be assigned to without the prior consent of Human Resources Manager.
Education Verification. One of the first things we do is validate the education stated on the resume. We do that by asking for the candidate’s transcripts and if necessary, reaching out to the indicated educational institution. We not only look for the institution name, but also manually confirm enough credits for graduation. We also review the course list to ensure it is in line with the skill set desired in the RFQ. This is also confirmed again during the background check later in the hiring process. Candidate Selection & Matching Trivision takes great care in determining which staff fit the State’s Job Title Description and/or Request for Quote criteria. Our first step is to post the position on our website and job boards, just in case someone in our pool doesn’t meet qualifications. This way, we don’t lose any possible recruiting time. Next, we scour our pool of candidates. As individuals apply, we enter the applications into a spreadsheet, tracking education, experience, IT tools and software, certifications and other relevant factors. We go to this spreadsheet and sort for candidates that match all the requirements and begin to reach out to them. The interview process consists of speaking with not only our recruiters and an HR professional, but also a technical expert to ensure that the individual knows what he or she says they know. We do this by phone call, video conferencing when we can, and in-person interviews if possible. Resume Self-Certification Form (Exhibit G). Trivision will ask the selected candidate to sign the required Resume Self-Certification Form (Contract Exhibit G) at the same time we have them sign the confidentiality agreement, once they have been informed of their selection to be submitted to DMS or the Eligible User. Interview Process and Criteria Trivision’s interview process is three-fold. First, we have a short interview over the phone for an initial screening, and if he or she passes, we schedule a Skype interview with the Recruiting Manager. The phone call consists of the “get to know you” questions and confirmation of application-specific items to continue the process, such as criminal history, ability to pass a drug test or other simple inquiries. The Skype interview is used to verify the candidate's identity and experience. The Recruiting Manager determines the interview questions and criteria based on the requirements of the RFQ from DMS’ Eligible User. He or she creates the questions, some standard, some technical, and some situational in at...
Education Verification. Prior to the assignment of any Supplier Personnel at Purchaser’s facilities or assigned locations, Supplier shall verify all pertinent degrees, professional licenses, and job related certifications obtained by the prospective Supplier Personnel for the purpose of confirming they possess the necessary educational qualifications to meet the position requirements. If the education institution cannot verify the information, the prospective Supplier Personnel may provide additional documentation (transcripts, diploma, etc.) to support their education status. Only Bachelor and Graduate level degrees accredited by the U.S. Department of Education will be accepted as evidence the prospective Supplier Personnel possess the necessary educational qualifications. When education levels cannot be verified by Supplier, Supplier personnel shall not be assigned to GDLS without the prior written consent of the respective location’s Purchaser HR Manager or their designee.
Education Verification. Determine if applicant meets qualifications for position Side-by-side of applicant supplied data to verified data Employment Verification CI’s employment report provides a side-by-side comparison of applicant supplied data to verified data. Data elements compared include: Dates Position Eligibility for rehire Reason for leaving With information entered on a resume or job application being one of the highest falsified pieces of documentation in a background investigation, an employment verification is very important. Valuable insight into a candidate’s past work history can reveal job stability, work habits, and integrity. CI’s employment verification is completely customizable. CI clients can choose to alter the standard interview and incorporate changes specific to their organization or industry. Employment Verification Side-by-side of applicant supplied data to verified data Drug Testing Drug Testing has become an essential component of pre employment background screening, especially in today’s world of easy to obtain prescription/nonprescription drugs and alcohol. There are many benefits to pre- employment drug tests, including but not limited to: Create a healthier workplace Boost the reputation of an organization Reduce employee theft/fraud Reduce health insurance costs As a company, you have options as to what drugs to test for. One of our team members can work with you on implementing a policy that works best for your needs. CI recommends the 10 Panel plus Expanded Opiates plus MDMA. This includes drugs such as Hydrocodone, Oxycodone, Morphine, and Ecstasy. There have been significant and alarming increases in the incidence of Oxycodone and Hydrocodone use in recent years, as measured by the National Survey on Drug Use and Health. Drug Testing 10 Panel Urine 10 Panel Urine + Oxycodone 10 Panel Urine + Expanded Opiates + MDMA Advantages of Partnering with Commercial Investigations Commercial Investigations LLC is not a data broker. We conduct all inquiries in a streamlined fashion as they each build off each other. We review all results and we research all name matches to make a positive identification via date of birth, social security number or address. We are not a company that is data in equals data out. If a date of birth, name, or social security number does not appear to be a match we contact our client before incurring additional costs to validate the data. We do not run a number of inquiries simultaneously, we r...
Education Verification. We conduct an initial phone screen with the candidate. During this call, we verbally confirm the stated education and past experience. Then we conduct additional interviews to determine the best qualified candidate for the position. Once the candidate accepts our official offer of employment, we initiate a background check through our third-party vendor, Xxxxxxxx. This background check includes verification of the highest level of education listed as completed. Qualified staff determination. We determine which staff fit the State’s job title description by posting internal and external job requisitions that include the State requirements. Candidates have the opportunity to apply. Once we receive the applications, our recruiting team reviews the applicants against the posted requirements. We only contact those candidates who are a match based on their posted resume. We schedule the initial phone screen interview and verbally review their skills, experience, and education with the candidate in detail. We conduct this initial phone screen with both internal and external candidates. If we determine that the candidate is indeed a match, we schedule a follow-up face-to-face interview with the hiring manager. During this interview we dive even deeper into the relevant experience and background and determine their ability to complete the job duties. The best candidate receives an offer of employment.
