When candidates apply for roles, they will provide you with a claim as to their academic achievement.
It is in the employer’s interest to ensure that these claims are in fact true, as it is ultimately the employer who will gain peace of mind about the legitimacy of the candidate.
The great thing about HEDD is that we provide the opportunity to verify a candidate’s award without the candidate’s involvement (excepting that you must have candidate consent). You can be sure that a positive result from HEDD means that candidate is a legitimate graduate who holds the award they claim to.
However, one thing that we see very often is employers requesting that candidates verify their own award. But this strikes us as a bit perplexing: If you, as an employer, do not trust a candidate’s claim to hold an academic award, why would you trust their claim to verify that award? Why put a candidate through this unnecessary step?
Putting Self-verification in Context
If you are willing to let a candidate verify their own award, then you might as well accept their claims to hold an award at face value.
If you wish to verify students and obtain total peace of mind, then you must conduct the verification process yourself without the candidate being involved. Anything else is less than the certainty you require and leaves you open to the risk of forged documents followed inevitably by forged verification results.