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

cisiveArtificial 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.

Identity Verification – The First Line of Defense in the Background Screening Process

Recruiting top talent is a critical component to the success of any company.  Human Resource professionals undergo lengthy measures to ensure they have the right candidate for the position.

How do you know if a candidate is who they say they are? 

Identity fraud is the fastest growing crime in the U.S. In the last 10 years, there have been over 7,500 data breaches of millions of records, exposing personal identifiable information (PII) such as SSN, driver’s license, medical or financial records.  The recent Equifax data breach, exposing over 143 million American consumers, exemplifies the magnitude of the problem.

Given the large number of data breaches exposing personal identifiable information (PII) for millions of consumers, combined with advancements in graphics technology, it has become easier for a deceptive candidate to assume another person’s identity and falsify a government-issued ID. Coupled with the growing insider threat to businesses and compliance requirements in regulated industries, employers must “Know Their Candidates” to protect their company and employees.

Accurate identification and identity data are keys to helping protect your company from the ever increasing risk of fraud and impersonation.

 Ripple effect of data breaches

In February of 2017, a hacker created a job seeker account in a popular job board and then exploited a misconfiguration in the application code to gain unauthorized access to certain PII of other job seekers (user names, dates of birth and Social Security Numbers). The hacker was able to breach the job board system in ten states.

The multiple effects of this type of data breach are broad and include:

  • Financial cost to the breached entity
  • Financial impact to the breached individuals
    • Direct or indirect theft
    • Damage to credit
    • Identity theft
  • Financial impact to:
    • Creditors
    • Merchants
    • Other consumers
    • AND employers

What’s a company to do?

Candidate authentication is the first line of defense in combating identity fraud and related criminal activity, and should be the foundation of an organization’s candidate background screening process.

Employers now have the availability of ground breaking identity authentication technology that forensically authenticates a candidate’s government issued ID and compares it to the candidate’s self-photograph using biometric facial recognition to authenticate their identity.

Implementing this technology as the first step before the background check will help to catch fake IDs and combat the increasing risk of fraud exposure and impersonation.

Identity Authentication technology combines machine learning ID verification and identity verification, along with biometric facial recognition, providing a complete solution to verify the identity of your candidates.

A successful and efficient Identify Authentication program relies heavily on the candidate experience.  A simple mobile enabled process for capturing the candidate ID and self photograph will help streamline identity verification and accelerate time to hire.

Worldwide support for government issued IDs

For global nationals and companies that hire employees with international government issued IDs, it’s critical that the technology you implement be able to support varying types of government issued IDs throughout the world. The time and cost savings benefits of onboarding candidates with secure identity authentication cannot be overstated. If a fraudster provides false information that is not uncovered in the background research, the background check results will be inaccurate. As background checks become more ubiquitous, there are people who know that when fraudulent personal data is not discovered and corrected it becomes difficult to positively match identifiers in criminal records. The front-end potential of an ID authentication process is a high impact event for companies.

The government issued IDs used in front-end ID authentication contain correct dates of birth which assist in the identification process. In addition, if there is a criminal record involved in the background check, the photo ID will help in determining if the criminal record is a match with the Department of Corrections photo.

To learn more about issues involved with identity fraud and cutting edge identity authentication technology available to protect your company, download Cisive’s new White Paper, The Case for Identity Verification in the Hiring Process.