Artificial Intelligence Will Take Bias, Risk Out Of Pre-Employment Background Screening

February 1, 2018 |

Artificial intelligence (AI) is changing business as we know it and major shifts are underway as adoption advances in the workplace.  In one example, IBM expects that AI will bring massive shifts in behavior monitoring over the next five years. According to a recent article, IBM plans to pair machine learning with statements made by individuals to predict their future mental health and behaviors. Industry experts say 2018 will hold more advances for AI and coming to terms with such technology now will make for life-improving programs later.  A recent Accenture survey reported that 74% of business leaders are accelerating investment in AI and such investment will boost revenues, profits, and employment.

Some companies that specialize in background screening services are investing in AI as well. Background screening providers are in the unique position of being entrusted with highly personal information and having the skills and technology to break down data so that employers can understand it and make informed decisions.  One of the things that makes AI special when it comes to employment background screening is that it can reduce recruiter bias. For those who might not be believers of such a concept, look no further than the economic recession of 2008 and so-called “over-qualified” candidates seeking jobs to make ends meet. HR professionals told candidates that they simply weren’t the right fit for the position despite the fact that they could have easily performed the job functions. According to a 2017 Time magazine article, one out of every four college graduates was over-qualified for the job they currently hold.

Scanning resumes with AI can focus on skills rather than age, race, gender and other demographics. According to tech website Venture Beat, businesses that deployed AI for the purpose of using “people data to predict business performance” jumped by nearly 30 percent between 2015 and 2016. Specifically, companies like IBM are using machine learning to fill the most complex job openings first and score prospective employees based on submitted credentials. Cisive is also leading the way with its recently-launched IDVerity identity authentication solution. IDVerity leverages AI, including ID verification and biometric facial recognition to verify the real-world identity of a candidate. Customers who implement Cisive’s solution realize benefits that include faster onboarding, deterring fraudulent applicants, and improving the accuracy of background screening results.

Artificial Intelligence has already begun to revolutionize the hiring process and we anticipate more innovation will help resolve problems and improve HR and recruiting efficiency.

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