People Management magazine’s Post

Mark Lieberwitz, KarmaCheck Co-founder and CPO, shares his insights on the changing #BackgroundCheck industry and how AI should be seen as a powerful, complementary tool: “AI is incredibly valuable to the background check process, greatly increasing efficiency in an industry that’s long overdue for innovation. Combining the power of artificial intelligence and human intelligence is key—AI should be seen as an enhancement, not a catch-all solution. Automating manual processes is the name of the game when it comes to implementing AI and technology; the background check industry is no different.” Discover more on the HRTech Series website! 🚀

Sharing a bit on hiring trends and how we approach innovation in HRTech and background checks with HRTech Series

"Gen AI-backed due diligence ... aims to reduce time needed to run background check from days to minutes." AI is absolutely going to be used in ways to improve many business processes, including background screening. As I expect the technology to be used by Dow Jones in this article for due diligence on businesses and corporations, it is absolutely reducing turnaround time in the credentialing and vetting of potential B2B customers in many industries. However, for the background screening of humans Gen AI is not there yet. Don't get me wrong, Gen AI is being used in virtually every successful consumer reporting agency that is background screening humans, but it is being used to improve a variety of areas around the actual background screening process. Automation has already been applied to the background screening process and has been refined and optimized during the last 20 years or so. As far as the criminal records and court records portion of the background screening process goes, all of us CRA's have dramatically improved turnaround times, but all of the delays that remain cannot be easily improved with Gen AI or further automation at the CRA. The best way to improve those remaining delays lies with getting state and local governments in those delay areas to implement technology and policies to help CRAs provide employers with whatever information those employers are permitted to receive. Gen AI is exciting and incredibly impactful, but the most impactful way to bring the biggest improvements in the world of employment background screening may likely be through PBSA advocacy with state and local government (quite possibly that may also be the best way to improve the very costly third-party employment verifications issue employers are dealing with as well). #pbsa #backgroundscreening #backgroundchecks #employmentscreening #cra #genai #ai #recruiting #hiring

🚀 Exciting news! Artificial Intelligence (AI) has become an integral part of our lives, transforming the way we recruit, screen, and manage employees. 🤖💼 [2] In today's fast-paced business world, making smart decisions about our workforce is crucial. We need to ensure we have the right people with the right skills at the right time. And that's where AI comes in to save the day! 🌟 [1] AI has the power to revolutionize the way we plan and develop our talent. By harnessing the power of data, AI can help us make more informed decisions about our employees. It can analyze vast amounts of information, identify patterns, and predict future trends, enabling us to optimize our workforce planning and development strategies. 💡 [3] But that's not all! AI is also freeing up recruiters to focus on what really matters: people. With AI taking care of the time-consuming tasks like resume screening and candidate assessment, recruiters can now dedicate more time to building meaningful connections with qualified talent. 🤝 Imagine a world where recruiters can spend less time sifting through resumes and more time getting to know candidates on a personal level. AI is making this possible, allowing recruiters to truly understand the unique skills, experiences, and personalities of potential hires. This human touch is invaluable in finding the perfect fit for our organizations. 🌐 However, embracing AI in recruiting comes with its challenges. Are employers ready for this change? It's a question worth pondering. As AI continues to evolve, it's essential for employers to adapt and embrace the opportunities it presents. By staying ahead of the curve, we can leverage AI to gain a competitive edge in the hectic hiring market. 📈 At Wolters Kluwer and Tagetik, we understand the importance of AI in background screening. We are committed to staying at the forefront of technological advancements to provide our clients with the best solutions for their talent management needs. Together, let's unlock the full potential of AI in recruiting and create a smarter, more efficient workforce. 💪 What are your thoughts on AI in background screening? Share your experiences and join the conversation! #AIinRecruiting #WorkforcePlanning #TalentManagement #FutureOfWork References: [1] From Data to Decisions: Harnessing AI for Smarter Workforce Planning and Development: https://lnkd.in/dM2P6MTQ [2] How AI frees up recruiters to focus on people first: https://lnkd.in/d4FrESfx [3] How Artificial Intelligence is Revolutionizing Recruiting: https://lnkd.in/da3WGK8w

Thanks to #AI, pre-employment checks can become faster, more efficient, and more accurate than before. Learn how AI is changing #HR and hiring: https://bit.ly/3SZ9BHJ

The HireRight Global Benchmark Report reveals that a majority of EMEA firms support using AI and automation in employment background checks. Read more about the report's findings at People Management magazine https://ow.ly/LkFN50SIpeh #BackgroundScreening #Recruitment #AI

Like this content? Follow us at: https://lnkd.in/gmm46hRq Fooled by AI? These firms sell deepfake detection that’s ‘REAL 100%.’ A surge of companies now claim to offer hyper-accurate detection services, but their capabilities are largely untested.In a world desperate not to be fooled by artificial intelligence, Deep Media is a rising star. read more at : https://lnkd.in/eKREVnFf

This is a very interesting perspective of banning the use of AI in recruitment across all of the big 4 consultancies? What is the industries views on this and do you think this will spread across all industries ? Answers below 👇 #dnarecruit #aiinrecruitment #aiadvantage #aidisadvantage

AI Compliance Alert 🚨 Do you know what your company is doing with AI in Human Resources? In recruiting or assessing employee's performance, for instance? Do you know this is a high-risk area under the #EUAIAct? CVS just settled a lawsuit over AI-based lie detectors, showing how crucial it is to follow ethical standards and regulations. Stay informed, stay compliant, and ensure your AI practices are fair and transparent to avoid legal issues and build trust. #AI #Compliance #EUAIAct #BusinessEthics #HR #TrustInTech #EthicalAI #DataPrivacy #CorporateResponsibility #AICompliance

When discussing wholly automated decisions that have a significant impact on people - the kind the authors of the #GDPR were concerned about - most organisations I've spoken to say they don't use them. My clients vary from very small to very large, and while there's no real pattern, they're an interesting cross-section of controllers. If we probe a little deeper, the one place it turns out that automated decisions were sometimes being used is HR. Sifting and shortlisting were among the activities done by algorithm. While I suspect this is a bad idea, leading to good candidates being removed (I feel the same way about those dumb employers who use Myers-Briggs), it's nothing to what's coming. A friend sent me this story from the Guardian this week (feel free to send me stuff and make my daily posting life easier) and it's so much worse than a computer looking for 'CIPP/E' on a CV. Some employers are seemingly using AI to conduct job interviews. Some of the Data Protection implications of this are easy enough to identify and potentially disqualifying - there's an argument about whether it's fair and it's unlawful if it's not transparent. If the bot selects or rejects candidates, it's an automated decision and if there is some element of voice or facial recognition, it's special categories processing and on that basis, probably impossible to justify. I think approached from the DP angle rather than the lazy, cheapo mindset that I suspect motivates anyone actually doing this, it'll turn out to be unlawful. Of course, some employers are going to do this and some data protection people will find elastic ways of justifying it in legal terms. If I am ever in the unhappy position of looking for a regular job again (please keep booking me to stop that from happening), I hope I won't be so desperate that when the robot starts quizzing me, I won't immediately terminate the interview. https://lnkd.in/d5VSGk38