A consistent checklist helps a recruiting team review every candidate against the same evidence standard without turning verification into a judgment about the person.

Scope and approach

This checklist combines U.S. agency guidance with public-source verification methods. Legal requirements vary by jurisdiction and by whether an employer is using public information directly or obtaining a consumer report from a third party.

Research snapshot

Relevant evidence and scale

43%

of organizations in SHRM's 2025 sample reported using AI in HR tasks

Source
2,040

respondents in the cited SHRM 2025 Talent Trends research

Source
Figures describe the cited study or database and should not be generalized beyond its stated scope.

Identity and document scope

  • Confirm the document appears to describe one identifiable professional
  • Note name variants, initials, and geographic context
  • Exclude sensitive personal data that is unnecessary for professional claim review
  • Record the document date or version

Employment

  • Employer existence and relevant business unit
  • Job title and seniority
  • Approximate start and end dates
  • Executive, founder, board, or advisory designation
  • Material achievements attributed to the role

Sources: U.S. Equal Employment Opportunity Commission and Federal Trade Commission

Education and credentials

  • Institution and degree level
  • Field of study
  • Attendance or graduation year
  • License issuer, status, and jurisdiction
  • Awarding organization and precise award designation

Sources: U.S. Department of Education

Research and public work

  • Publication title, authorship, venue, and year
  • Patent inventor listing and status
  • Conference presentation or invited talk
  • Professional association leadership
  • Public portfolio items relevant to the role

Sources: Crossref; U.S. Patent and Trademark Office

Document the outcome

Use a fixed vocabulary for every claim: Supported, Partially supported, Unverifiable, or Discrepancy found. Record sources and recommended follow-up questions, then ask for direct documentation when public evidence is incomplete.

Sources: National Institute of Standards and Technology

How CredVerity applies this evidence

From research method to repeatable workflow

CredVerity converts the checklist into a repeatable report: material claims are reviewed separately, all four outcome categories reconcile to the total claims reviewed, and every report retains source-level notes for human follow-up.

Review the full CredVerity methodology →
Important

Public-source verification can be incomplete and should not be the sole basis for a consequential decision. Confirm material findings directly with the person or an authoritative source.

Sources and scope notes

  1. 2025 Talent Trends: AI in HRSociety for Human Resource Management

    SHRM reports 43% AI adoption in HR tasks in its 2025 research (N=2,040), up from 26% in its 2024 comparison.

  2. Background Checks: What Employers Need to KnowU.S. Equal Employment Opportunity Commission and Federal Trade Commission

    Explains federal nondiscrimination obligations and FCRA duties when employers obtain reports from a background-reporting company.

  3. College accreditation resourcesU.S. Department of Education

    Provides the federal database and explains the role of recognized accrediting agencies.

  4. Crossref 2025 annual reportCrossref

    Reports metadata coverage across 180 million records and ongoing work on metadata completeness.

  5. Patent Public SearchU.S. Patent and Trademark Office

    Explains available searches for patents and published applications, including inventor and publication fields.

  6. AI Risk Management Framework CoreNational Institute of Standards and Technology

    Describes documentation, accountability, and defined human oversight as AI risk-management outcomes.