"With respect, this was designed as a general discussion about how individuals would react to a professor with an unaccredited degree. I'm not sure why you are trying to tell me, and my company, how we need to conduct our business based upon your cursory understanding of our policies. " LOL, nice try, the initial post was that, but then there are 4 pages where you describe your procedural issues, frustrations, and general anger. "neither AuditGuy nor anyone on this board, has any direct experience with my company." Well, you've been able to succinctly point out some pretty basic problems and directly ask for some assistance with your issues. Sorry if you are thin skinned and offended that people are sharing their experiences. Take credit for the ones you like, ignore the rest. Go back and you'll see that my comments are all based on consulting work in this area and what WE do (for example, OUR Accounting Managers admit they aren't familiar with the CPA requirements for dozens of states they see as well as Canadian CPA's , not yours. And WE believe "eligible" does not belong in a job requirement). So let me wrap up with some general discussions I've had with various HR directors specifically about academic verification. HR: Our company doesn't have a policy on degree accreditation. Me: Get one approved, now. Put it on your website and application forms, get upper management buy in. Here are some examples of bad things that can happen... HR: Ouch, we'll get on it. Should the policy require regional accreditation? Me: I can give you my opinion, but I'm agnostic to what the actual details are, regional, national, AACSB, whatever works best for you. The key is that you have a well thought out standard to compare applicants to. It may vary somewhat by job. Review the policy at least annually with upper management for changes and ongoing education of the importance. Circulate to new managers as part of the orientation packet. Without it, you only have an ad-hoc process and will potentially have a debate on every unfamiliar degree with every different manager and eventually clog up your Personnel Committee. HR: We outsource our degree verification and transcript gathering, but it does not check accreditation because we haven't defined what we require. Me: So, your process looks something like this? 1. Applicant needs verification 2. Transmit to a 3rd party 3. They contact the "university" or University and request transcripts. 4. Wait a week or so 5. Receive them back, with no accreditation check. HR: Yep Me: Well, you just wasted 10 days, money, and you're using the TLAR method to catch if it is an invalid degree without an accreditation check. You need to consider the probability that you have a "time bomb" somewhere. Sign up for desktop verification, take 10 days out of your throughput, save money, and validate accreditation at the same time. If you still want to outource it, the 3rd party can still run the checks and auto-email the report to a rep. Since it takes 2 minutes each, you should also consider having your admin assistant runs the reports during down time and emails the rep with the report. The last company we worked with did this and even with high volume, and have half-day turnaround. HR: Thanks, you're the best for taking personal time to give us a free consult! Me: No problem, PM Auditguy if you have any additional issues you'd like to discuss.