Education Verification In Canada: Protect Employers From Fraud

By Author: Credibled
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Education Fraud Is Documented in Canada: How Education Verification Protects Employers

The evidence is public, and it is Canadian

Most articles about education fraud lean on survey numbers where people admit to lying on their resumes. Those estimates range anywhere from 25 to 50 percent depending on who ran the survey, which tells you roughly how soft they are. Self-reported dishonesty is a shaky foundation for a hiring policy.

There is better evidence, and it is sitting in the Canadian public record.

The Public Service Commission of Canada investigates fraud in federal appointment processes under section 69 of the Public Service Employment Act, and it publishes summaries of the cases it founds. Education credentials come up again and again.

In one case, a candidate provided a copy of a diploma as proof of education. The hiring manager accepted it without reviewing it and without any further verification. The candidate was appointed, and then collected an annual education allowance under the collective agreement. The fraud was founded years later, and the appointment was revoked.

In ...
... another, a role required a degree from a recognized post-secondary institution, and candidates holding foreign credentials had to provide proof of Canadian equivalency. The candidate submitted a falsified credential evaluation report alongside misleading information about their degrees.
In a third, a candidate presented a degree awarded on the basis of life experience by an online university and used it across four separate appointment processes, knowing it was not legitimate.

These are federal government hires. That is one of the most procedurally rigorous hiring environments in the country, with documented staffing processes, formal assessment, and an oversight body that investigates and publishes what it finds. If credentials get through there, it is worth asking what happens in a private sector hiring process moving at three times the speed with nobody checking at all.

Why it slips through?

Employment history usually gets checked, because a recruiter knows how to phone a previous employer. Education rarely gets the same treatment. Somebody reviewing 200 applications against a two week deadline is not going to email a registrar in another province and wait for an answer.
So the document becomes the proof. And a document is the easiest thing in the world to produce. The case above turns on exactly this: a photocopied diploma, accepted at face value, by a hiring manager with no particular reason to be suspicious. Nobody was negligent in any dramatic way. The verification step simply was not part of the process.

That is the honest case for education verification. It is not about suspecting candidates. It is about not letting a photocopy make the hiring decision.

The Canadian Equivalency Problem

Canada hires internationally at scale, and that creates a wrinkle most screening advice ignores.

When a candidate earned their degree outside Canada, employers commonly ask for an equivalency assessment from a recognized credential evaluation service. That is sensible. It also introduces a second document that can be forged. You are no longer looking at a degree. You are looking at a document about a degree, which is one step further from the source and one step easier to fabricate convincingly.

The PSC case involving a falsified credential evaluation report is precisely this failure. The employer did ask for equivalency proof. The proof was fake. Asking for paper does not solve a paper problem.
Verifying at the institution closes that loop, which is why coverage outside Canada is not a nice-to-have for Canadian employers. That is the whole point.

Education Verification and Credential Verification are not the same thing

These two get used interchangeably, and the distinction matters for deciding what to order. Education verification confirms academic history. Credential verification confirms the professional licence, registration, or certification a person needs to legally do the job today.
A candidate can hold a genuine engineering degree from 2011 and no longer hold an active provincial licence. A nurse can be registered and still have misrepresented where they trained. Confirming one tells you nothing about the other.

Regulated professions typically need both. Engineering firms confirm the degree and the provincial association registration. Healthcare employers confirm the training and the active registration. A software developer role usually needs neither, and pretending otherwise just slows your offer down. Order what the role requires and nothing more.

How Credibled verifies Education?

Credibled starts the education verification process within one business day of the request, using a mix of automation and direct outreach depending on the institution and the credential.

We confirm the degree or degrees claimed, the field of study, and attendance dates, contacting institutions directly, including their electronic records repositories where those exist. We make three to five attempts to reach the institution before reporting, so a slow registrar does not quietly turn into an unanswered question on your file.

Coverage runs across Canada and internationally, which is what the equivalency problem above actually requires.
The platform is mobile-first on both sides. You send requests and track progress from your dashboard. Candidates submit their details from whatever device is already in their hand, which is the single biggest factor in how fast a check completes.

Some institutions charge an access fee to release confirmation. We do not bury those. They are published at credibled.com/pass-through-access-fees and they appear on your invoice as exactly what they are. Where a fee is not worth paying for the role in question, we will tell you.
Education verification does its best work as part of a file rather than on its own. Criminal record checks, employment verification, identity verification, and reference checks each answer a different question. Together they tell you who someone is, what they have done, and what they trained to do.

onsent and privacy

Candidate consent is required. Verification should be carried out in line with PIPEDA or the applicable provincial privacy legislation, and candidates should know up front what will be checked.

In practice: tell candidates at the offer stage, get consent in writing, verify only what is relevant to the role, and do not collect what you do not need. A pre-employment screening programme that surprises people is a programme that generates complaints.
Start Verifying

Credibled is a Canadian owned and operated background screening platform. Pay per check, no subscription, and a real person on your account regardless of how many hires you make a year.

Email sales@credibled.com or book 30 minutes at calendly.com/credibled/30-min-call.

FAQs

What is education verification?
It confirms that a candidate actually earned the academic qualifications listed on their resume, by checking with the institution rather than relying on documents the candidate supplies.

What information gets verified?
The institution, the degree or diploma earned, the field of study, and attendance dates.

How is it different from credential verification?
Education verification confirms academic history. Credential verification confirms professional licences, registrations, and certifications that a person needs to practise today. Regulated professions usually need both.

Are there extra fees?
Some institutions charge an access fee to release confirmation. These are passed through at cost and published at credibled.com/pass-through-access-fees.

Which industries need it most?
Healthcare, engineering, financial services, education, government, and staffing agencies screening on behalf of clients in those sectors.