Managing Education Details for Job Change: Impact on Background Verification

Hi all,

I have a query.

I started my career after completing my UG in the year 2010 and worked in a company for 3+ years. In 2011, I enrolled in an executive MBA program.

I then received a better offer from another company in early 2013 and joined them in August 2013. By that time, I had completed 3 semesters of my MBA and was awaiting my final semester results. However, I did not have any of my mark sheets due to technical issues with the university - the 2nd and 3rd-semester mark sheets were not provided, and there was a printing mistake on my first-semester mark sheet, which I returned. The university eventually corrected this mistake when providing my fourth-semester mark sheet. Therefore, I informed the new recruiter that I was pursuing an MBA based on my experience and UG.

I had an arrear in the last semester, which I re-wrote and cleared in the following semester (December 2013). I finally received all my mark sheets and other degree documents (consolidated mark sheet, provisional certificate, etc.) by June - July 2014.

Can I now provide all these proofs and update my educational details with my current employer? I also want to know if it is mandatory to update my education details with my current employer. I am planning a job change later this year, so will this impact the background verification conducted by my new employer?

Please suggest.

Regards,

As per the industry norms (not compulsory), you should get your education details updated even with your current employer. Kindly note that since you have completed the MBA course, it may even let you bargain internally for a better post and salary. Look at that as a first option rather than moving (if not satisfied with the job; that is a different issue).

Even if you don't update your current employer, it won't matter. The education certificate verification is done at the university level and not the company level.

Hope that answers your query.

Hi, thank you for the reply.

I wanted to know whether it will be too late and unethical to disclose these details now. Will this be treated as offensive under any HR laws?

Thanks.

No HR laws are defined for this. It is the company's prerogative to conduct the background check on its employees prior to recruitment and it doesn't hold post facto. Once it is done and closed, it remains closed.