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In today’s competitive job market and society, employee background checks have become integral to the hiring process. It involves thoroughly examining an individual’s records, history, and activities to determine their credibility, reliability, and suitability for an available job opportunity. These employee background checks are conducted by employers, government agencies, landlords, and even individuals to make informed decisions about hiring, renting, or engaging with prospective clients. It is a crucial tool for employers and individuals to ensure safety, trustworthiness, and compliance with legal requirements.

Current Methods of Background Checking

As the tapestry of time unfolds, employees have always been verified before being hired. Traditional methods of employment include a lot of manual work, like contacting previous employees via phone or email and gathering information to verify work history. Checking references is yet another traditional approach towards employee verification where references are contacted to gain insights into a candidate’s character, softwarecosmos work ethic, and suitability for the position.

Here are some of the challenges presented by traditional methods – and why it’s time to update your employment verification tools.

Decreased Efficiency

Traditional Employee verification methods, like paper-based forms or manual checks, are more difficult to catalogue, track, and access on-demand, creating bottlenecks for HR teams that have to manually verify each employee or search for documents. The result is delays in the hiring process ultimately harming workforce productivity.

Increased risk of error

Traditional employee verification involves manual processes that are subjected to human errors, which may result in incorrect or incomplete information being collected. Moreover, manual processes are critical to standardize, and not all candidates will be treated in the same way. Inconsistent employee verification can lead to mistakes and even legal risks if there’s a pattern of treating certain candidates differently than others.

Limited insight

When information is not digitized, employers struggle a lot in gaining access to it, especially if the information is sensitive, in terms of criminal history or expired professional certificates. Traditional employee verification methods don’t provide enough visibility into the employee’s background and history, making it difficult to spot potential risks.

Vulnerable process

Traditional employee verification methods don’t use the latest security measures to protect employee data and are also vulnerable to security risks, such as data breaches and identity theft. Organizations using paper-based processes are at a higher risk of misplaced, miscategorized, or lost documents.

AI- The new big thing in technology

The impact of AI is groundbreaking, from the corporate sector to the industrial, the stories are endless. The past decade has witnessed the transformative power of AI – a simulation of human intelligence enabling a machine or computer program to learn, solve problems, and interact with its environment. Shared below are five major industries that have adopted the use of AI.

Creative industries:

The boom of AI was first witnessed with Open AI’s Chat GPT in 2022. Students, teachers, authors, poets – all were under its spell. Rightly so, it did make writing tasks easier, efficient, and comprehensive only if you know how to give the correct prompt. Moreover, Jukebox, ChatGPT’s lesser-known cousin has equally enthralled the Music industry generating raw music from scratch.

Software Industry:

Machine learning can play a central role in information technology companies, such as software-as-a-service (SaaS) platforms. This type of AI enables applications to learn from historical data and accurately predict outcomes without explicit programming: developers can simply write instructions for these tasks. In this way, AI automates certain tasks and frees programmers to focus on those requiring human insight.

Healthcare:

The effects of AI have also reached the medical realm. Some physicians reportedly seek assistance from the AI chatbot in writing clinical summaries and brainstorming diagnosis ideas. Several types of AI are already being employed by payers, providers of care, and life sciences companies. The key categories of applications involve diagnosis and treatment recommendations, patient engagement and adherence, and administrative activities.

E-commerce:

Just like you’ve probably purchased something on mobile, you’ve also probably interacted with AI in an e-commerce capacity. Whether it be through an AI-powered customer support bot or an ad catered to you based on your purchase history, AI is integrating into the e-commerce industry more and more to improve sales and engage customers. The global AI market value is expected to reach $2 trillion by 2030!

Digital Marketing

With more than 76 million internet users, Pakistan has emerged as one of the fastest-growing digital markets in the world. The rise of digital marketing in Pakistan has been fueled by the growth of artificial intelligence (AI) technology. With more than 76 million internet users, Pakistan has emerged as one of the fastest-growing digital markets in the world. The rise of digital marketing in Pakistan has been fueled by the growth of artificial intelligence (AI) technology.

Evolution of Background Checks

The impact of AI has reached far and wide, in every sector of the economy. That impact has now reached employment too. Many employers now use AI-infused systems to sort resumes and identify the ones that most clearly match what they are seeking in a candidate. Chatbots are a standard piece of the candidate experience, helping job applicants get answers or information that human hiring managers don’t have time to provide.

Why AI in employment?? Well, the answer to this lies in its efficiency, speed, and prompt availability. Listed below are 3 key benefits of using AI background screening.

Time-saving

AI background checks are faster than traditional employee verification methods. It cuts down a lot of time ordering background checks, reviewing those checks, deciding which pieces of information are relevant, identifying red flags, and making decisions based on their findings. AI background checks automate most of this process, resulting, under the right circumstances, a faster hiring process that involves less work for an HR officer than a traditional background check.

Minimal usage of resources

Advanced employment screening results in less administrative bloat. With companies such as Uber, Food Panda, and such, it would take an army of workers to conduct a thorough background check on each of their employees. Automated and AI background checks make large-scale vetting operations easier to manage.

Accurate output

AI background check reviews information objectively removing any sort of bias from the verification process. These systems are less likely than a humans to be swayed by biases that might lead to discrimination leading to accurate outputs.

Case Study: Automating Recruitment at Unilever

With thousands of applications flooding in for global positions, Unilever sought to streamline its recruitment process, making it quicker while ensuring a fair and consistent assessment of candidates.

The company introduced an AI background check that screened entry-level hires. The process began with an online assessment involving games to gauge candidates’ aptitude, logic abilities, and more. Those who passed this stage proceeded to a video interview. Here’s the twist: it was AI, not humans, reviewing these interviews, and analyzing candidates’ facial expressions, language, and voice to predict their potential fit and future performance at Unilever.

The hiring process was reduced from four months to just a few weeks. Moreover, it resulted in a more diverse selection of candidates, transcending human biases.

As the technology matures and becomes more integrated into HR functions, it will be fascinating to see how the dynamics of human-machine collaboration evolve. The future of HR is undeniably intertwined with AI, heralding a new era of data-driven, efficient, and humane HR practices.

The Final Verdict

Employment verification processes are more than administrative tasks. They are a critical component of modern talent acquisition and management. However, while AI offers promising solutions, HR professionals should be conscious of potential pitfalls, such as biases in AI algorithms. It’s vital to ensure that AI tools in HR are transparent, fair, and regularly audited to guarantee unbiased and ethical outcomes.

Hence, it’s crucial to partner AI background verification with reliable and trusted sources that have the nuance that is necessary to conduct fair, compliant, and compassionate vetting for employers.

I am a software professional with over 15 years of experience and a technology enthusiast. I love keeping myself updated with new technologies and spreading the word by sharing them with people around the world. Recently, I came across Check Xperts background checking solution which provides background verification and pre-employment screening services using AI and Machine Learning. I found their services impressive, and I’m glad to discover that even employment checks and criminal record screenings are being revolutionized using Artificial Intelligence. This will be a great help for people in the recruitment and hiring industry.

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