Hiring decisions become risky when an overseas degree cannot be understood. A polished resume from what appears to be a stellar, qualified candidate is not necessarily proof of a degree’s standing, authenticity, or U.S. comparability. A critical element of hiring practice is verification, be it in the form of a background check, a call to a reference, or in the case of individuals educated abroad, a credential evaluation. A candidate may appear to be the right fit, but to ensure compliance with internal policies or labor laws, a credential evaluation can make a big difference. As part of the sourcing, hiring and onboarding process, candidates can present official academic documentation to a credential evaluation service to determine their U.S. equivalency.
As there is no U.S. government office or agency tasked with credential evaluation, as indicated by the U.S. Department of Education, employers, licensing boards and educational institutions have turned to credential evaluation agencies in the private sector for assistance with understanding foreign qualifications. Credential evaluation companies like International Education Evaluations have decades of experience analyzing, interpreting and comparing foreign qualifications for U.S. contexts. These organizations are experts in education systems, authenticity verification, fraud detection and equivalency recommendations, and thus are able to provide an advisory report to define the contents of the credential and its U.S. counterpart.
For foreign-educated talent, it is advised that HR teams consider obtaining credential evaluations; this will assure quality, complete due diligence and protect the company. A credential evaluation provides relevant, critical information about a candidate’s educational history, from program duration to the awarding institution + its accreditation status to the recommended US equivalency. If requested, it can even show an employer a candidate’s GPA, individual grades and course credits in U.S. terms. The credential evaluation gives an extra sense of legitimacy and certainty to the review of a candidate’s background and qualifications before applicable next steps.
What it means to verify a degree from abroad for employment
For an HR department or hiring committee, it is critical to verify that their prospective talent meets certain criteria. A candidate may appear to be a great fit, but the role itself requires a certain educational credential, such as a bachelor’s or a master’s degree. The candidate may present the hiring manager a diploma or transcript, but it may have credits, grades, wording or details with a completely different system of weights, measures and standards. The credential evaluation can convert all of these foreign values into terms that a company can understand, which will then assure the hiring team that they’re informed enough to make a decision.
Verification: A Multi-Purpose Term
In credential evaluation, ‘verification’ describes the act of confirming that an academic document is authentic. Analysts have various tricks to make sure that a document used to construct an evaluation is genuine and legitimate, such as entering document information into an online database or reaching out to the awarding institution for certainty. As a result, a credential evaluation will usually contain some sort of authentication statement so the recipient of the report knows where it came from. With that being said, internationally educated candidates may also use the word ‘verification’ when discussing their education. In these instances, they’re describing the concept of having their educational credentials validated or recognized for use in a new country.
For the recruitment team or HR department, a credential evaluation verifies that the candidate being interviewed or hired has the equivalent of a certain level of education. This helps the company know how the individual’s qualifications can be understood in the U.S. As opposed to a simple word-for-word translation of a diploma or transcript, the credential evaluation gives information about the academic or professional achievement and ‘translates’ it not simply into the English language, but also into a U.S. qualification.
A credential evaluation itself is not bound by state law or federal regulation. Instead, the organization providing the evaluation has a methodology, process and internal policies that it applies to its reports; there is usually a disclaimer or statement of evaluation on the report in some form. Each agency has its own way of doing things, but regardless of which credential evaluator issues the report, it is essential to know that the application of the report is left to the discretion of the recipient. Therefore, it is recommended that employers consider their own needs or preferences when requesting evaluations for internationally-educated talent. If you are a recruiter, hiring manager or HR professional, feel free to review this related foreign credential evaluation for employment guide. Ultimately, the power to tender an offer does not lie with the credential evaluator; the evaluation is simply advisory.
For candidates and employers who need a report for either joining or filling the workplace, IEE provides options with employment-purposed credential evaluations. This helps turn an unfamiliar diploma or different sort of academic record into information an employer can review and factor alongside the rest of the job application.
What steps can employers take to equitably consider candidates with credentials from abroad?
Set the requirements before review
It is recommended to determine what educational qualification is commensurate with specific roles or positions being filled. Consider aspects like level of study, field of study, and of course state or federal requirements attached to to the job.
A consistent HR workflow
Use the same process for each applicant whose education was earned outside the United States. A set workflow and clear requirements for candidates creates a fair playing field.
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Define what the role needs. List the required degree and relevant subject area. Note whether a regulator or licensing body sets added education rules. Regarding candidates educated abroad, consider basic characteristics that you may find pertinent, from GPA to equivalency to sources of documents.
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Inform the candidate about additional application requirements. Explain that individuals with degrees conferred by institutions outside of the U.S. are required to obtain a credential evaluation in order to better understand candidate educational backgrounds as they relate to role requirements. For more information, please see IEE employment services page. Furthermore, for federal hiring, the Office of Personnel Management guidance directs applicants to a private credential evaluation service, proving that this is a common approach in hiring talent with education from abroad.
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Consider the source. Give the candidate some options about where to acquire a credential evaluation. Employers wish to receive an evaluation from a credible organization that has demonstrated its dedication to knowledge, expertise and ethics in this industry. The safest bet is to recommend any credential evaluation service with membership in the National Association of Credential Evaluation Services (NACES); IEE itself has been a member of this trade organization that oversees ethics and standards in credential evaluation since 2018.
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Request the right evaluation type. Credential evaluation agencies usually have two basic kinds of reports: Document Reports and Course Reports. Document Reports provide basic information while Course Reports show many more details, especially pertaining to coursework, grades, credits and a GPA. A role that depends on specific subject matter expertise or extremely high competencies may require more detail than one based simply on degree level. Note as well that each agency has its own product offerings and service options.
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Review the completed report. Check the biographical data of the individual evaluated, as well as the awarding institution, credential, and stated U.S. equivalency. Match the result to the written job requirement.
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Record the credential evaluation. Keep the report on file along with all other application materials. Note whether the education requirement was met or not.
What a credential evaluation can reveal
U.S. education equivalency
A credential evaluation helps an employer read education earned in another country by stating how a degree, diploma, or certificate compares with a U.S. education level. This helps employers review an applicant against the education stated in a job posting. It also allows candidates from complex educational systems vastly different from the U.S.to be heard, understood and given a chance.
For employers assessing international education, an equivalency gives more context than a translated credential title alone. A translation shows what words mean. An evaluation reviews the academic award and the education system that issued it.
Recognition and program context
A sound report may also address the status of the school in its home country’s education system. This matters because similar award names can come from schools with different statuses. The report can show if the awarding institution was a recognized or accredited educational institution that had the power to award degrees. If unrecognized or unaccredited in the home country, red flags about how qualified this candidate is may rise.
Furthermore, explanation of program details can add needed context. This may include level of study, courses completed, U.S. versions of credits and grades, or perhaps academic or professional opportunities the credential provides in the country of education. The National Institute of Standards and Technology guidance lists school recognition, program content, and U.S. level comparison as some examples of valuable items in foreign education review.
What the report does not decide
An evaluation supports a hiring decision, but it does not make that decision. It is a recommendation about how the individual’s education compares with education in the U.S. system. Ultimately, the final hiring choice is separate from the results of the evaluation. While an educational background may match the job requirements, the evaluation of fit, ability to assimilate to workplace culture, specific skills for the role or individual character is left to whoever is in charge of hiring.
Services to Assist with Reviewing International Candidates
IEE in particular has many services for employers who need help understanding applicants coming from all over. IEE’s most common service is the credential evaluation, but IEE also provides verification and translations solutions to better assist employers and their candidates. These services all vary by purpose and applicability, but employers may be willing to take all in support of hiring initiatives.
| Service | Question it answers | Use in hiring |
|---|---|---|
| Translation | What does the document say? | Read educational or academic records not published in English |
| Verification | Is the record genuine? | Check the source of the document or confirm its authenticity |
| Credential evaluation | What is this credential equal to? | Confirm a candidate’s educational background in familiar terms |
A note on awareness about difficult records
It’s important to note that it may not be easy for applicants to provide educational records. An institution may be slow to respond, record-keeping systems may not be as modern as in the United States, or access may be limited due to being located in conflict zones or disputed territories. For instance, it is a relatively common practice for universities in the United Kingdom to keep academic transcripts for only 10 years before they are purged from systems. Additionally, many institutions still to this day issue transcripts or diplomas with information written by hand. It is important to be sensitive to these issues in certain situations, and to provide reasonable accommodations.
Demand for consistency around international candidates
A consistent policy helps hiring teams review educational qualifications fairly. When you need degree comparison or verification, consider the job requirement first and see if the credential evaluation’s conclusions match.
One standard based on the needs of the role
Define which jobs require educational qualifications and, by extension, credential evaluation. A role that requires a degree by law or by a stated company policy may apply here, while a role based on skills or experience may not need the same scrutiny.
Support and timing before you order
Timing matters when a job offer or screening deadline is pending. To help you meet your deadlines, IEE has a standard evaluation turnaround of only 3 business days. However, there are Rush, Special and even Same Day options available for an extra cost in the event a decision needs to be made fast. IEE proudly holds one of the best turnaround times in the industry.
Support is also part of effective hiring processes. Candidates may need help selecting a report or submitting records correctly. It is advised to browse IEE’s employment evaluation options in order to determine what product best fits your needs. IEE’s 24/7 customer support is available to assist with questions or concerns before an order is placed.
Frequently Asked Questions
How can employers understand a candidate’s degree from abroad?
Employers can have the candidate apply for a credential evaluation from a NACES-approved credential evaluation service. This is done by sending academic documents (like transcripts and diplomas) to the credential evaluation organization, who examines the foreign credentials, researches the program and country education system, and provides a report including relevant information and an equivalency recommendation. As foreign-earned education can be ambiguous or confusing, these private, non-governmental entities can really help employers have peace of mind before hiring someone educated abroad; even the U.S. Department of Education recommends using these services.
Does the U.S. Department of Education verify foreign degrees?
No. The U.S. Department of Education does not evaluate foreign qualifications or degrees, and it instructs individuals not to submit evaluation requests there. For employment, the employer decides how foreign education will be applied.
What should employers look for in a credential evaluation for a candidate educated abroad?
It is advised that hiring committees, HR departments and recruitment teams request a credential evaluation for candidates holding degrees from abroad; the credential evaluation can be presented along with academic documents showing that they have the qualifications they say they have. As for the evaluation itself, a thorough report should identify the awarding institution, its recognition status in its home country, the credential duration, entry requirement, authentication statement (related to the documentation submitted), field of study and of course, an equivalency. The credential evaluator may also include additional information, from biographical discrepancies to relevant information about the institution to perhaps academic or professional access associated with degree completion. If more information is desired or required, an employer can request that credential evaluations sent along with job applications ought to include a GPA, credit conversion and/or grade conversion.
Why should employers have foreign credentials evaluated before making a hiring decision?
A credential may come from an education system with different degree pathways, grading practices, or institutional accreditation rules. The evaluation gives HR more context about how to understand a candidate’s educational qualifications. The interpretation given in a credential evaluation helps employers know what the educational background of a candidate can be equated to in U.S. society.
Ready to request a credential evaluation for hiring?
Leaving an international credential unreviewed can leave hiring teams with unanswered questions and potential liability. Having an evaluation gives HR time to review the result, ask questions, address concerns, and keep a qualified candidate moving through the process.
Ready to get a credential evaluation before your next internationally educated hire moves forward? Request an employment credential evaluation to begin the review for the candidate under consideration. Contact IEE so your team can get the ball rolling.