Hey Lykkers! Let’s have a real talk about hiring. You’ve found the perfect candidate—their resume sparkles, they aced the interview, and they say all the right things.

But here’s the uncomfortable truth: in a world where a fake degree is just a click away, trusting without verifying isn't just naive—it’s a business risk. You're not just hiring a person; you're investing in your company's future. That investment deserves due diligence. Before you send that offer letter, make sure you've verified these five crucial documents. It’s not about mistrust; it’s about smart business.

1. The Academic Degree or Diploma

This is the big one. Fake degrees are a multi-billion dollar industry, and sophisticated forgeries are common. Don’t just glance at a photocopy.

Verification Action: Contact the university’s registrar’s office directly. Use the contact information from the institution’s official website, not the contact details provided by the candidate. Verify the name on the degree, the dates of attendance, the major, and the degree conferred.

Expert Insight: “Relying on the diploma presented is the number one verification mistake,” says James Lee, a background screening specialist at HireSure Inc. “A legitimate registrar’s office can confirm details in minutes. If a candidate pushes back on this check, that’s your first and biggest red flag.” (Source: Journal of HR Security, 2023).

2. Professional Licenses and Certifications

For roles in engineering, finance, healthcare, law, or IT, a professional license isn’t just a nice-to-have—it’s a legal requirement. An unlicensed employee can expose your company to massive liability and invalidate your work.

Verification Action: Go to the issuing licensing board’s official state or national website. Use their online “license lookup” tool to check the status, expiration, and any disciplinary history.

Expert Insight: “License verification is non-negotiable for regulated professions,” emphasizes Attorney Maria Chen of Compliance Legal Group. “We’ve seen cases where firms faced six-figure fines because an employee’ lapsed license invalidated a year's worth of client work. The board’s database is your single source of truth.” (Source: Legal briefing for the Association of Corporate Counsel).

3. Employment History (Specifically, Manager References)

Resumes can be creatively written. The goal here is to confirm the substance of their experience: their role, responsibilities, and achievements.

Verification Action: Don’t just call the HR department for dates of employment. Get permission to speak directly with the former supervisor. Ask specific, behavioral questions about projects listed on the resume.

Expert Insight: “Think of a resume as a movie trailer. It shows the best highlights,” advises leadership consultant Lena Rodriguez. “To know if the whole film is worth it, you need the director’s commentary. A structured conversation with a former manager is that commentary—it reveals the unseen takes, the teamwork behind the scenes, and the real challenges they navigated.” (Source: The Strategic Hire podcast).

4. Right-to-Work Documents (I-9 Forms)

This is a legal imperative. Improperly completing the I-9 form can result in severe penalties from immigration authorities.

Verification Action: Physically examine original documents (passport, driver’s license, Social Security card, or permanent resident card) in the candidate’s presence. Copy them for your files and ensure they are unexpired. Use the government’s E-Verify system if applicable.

Expert Insight: “The I-9 is often treated as an administrative afterthought, but it’s a core compliance document,” warns David Park, an immigration compliance officer. “Auditors don’t accept excuses. Seeing the original document yourself is the law’s first and most important step—digital copies at this stage are not sufficient.” (Source: U.S. Citizenship and Immigration Services (USCIS) employer handbook).

5. Professional Reference Letters

While less formal, these can be revealing. Fraudulent candidates sometimes forge these letters entirely.

Verification Action: Treat the letter as a starting point. Contact the reference directly via their official company email or LinkedIn profile (to confirm identity). Briefly confirm they authored the letter and ask a follow-up question about their experience with the candidate.

Expert Insight: “A reference letter should start a conversation, not end it,” suggests Michael Thorne, PhD, organizational psychologist. “A quick verification call transforms a static document into a dynamic validation of character and work ethic. It also signals to the reference that your company is thorough and values genuine endorsements.” (Source: Personnel Psychology journal).

So, Lykkers, does this feel overwhelming? It shouldn’t. Think of it as a standard pre-flight checklist. You wouldn’t want a pilot skipping safety checks, and you shouldn’t skip these hiring checks. This process protects your team, your culture, and your bottom line. It ensures you’re building your business on a foundation of verified talent, not clever fiction. Now, go make that great hire—with confidence.