TABB INC. Pre-Employment Screening’s Post

Are you utilizing an AI platform that claims it can detect candidate’s lack of truthfulness and credibility? Next up in our never-ending series on AI - Recruiting and Litigation: CVS is facing a class action lawsuit relating to AI lie detection resulting from video-interview technology. AI is everywhere, however buyer beware. Some AI software providers claim their product has the ability to analyze video conferences and determine a candidate’s credibility. Sounds great, doesn’t it? The only problem is that a class action lawsuit claims that at least in this case, AI lie detection violates federal and state law when used in the employment process. Use of lie detector tests during the hiring process is prohibited in Massachusetts and many other states. Lie detector results are inadmissible in criminal court cases due to accuracy issues. The complaint states that the AI software platform utilized by CVS advertises that it has the "potential to provide the ability to scale your lie detection, screen out embellishers, and home in on those who are actually a fit for the role." Whoops. Maybe they should leave “lie detection” out of marketing materials. Where was the legal review by the AI company providing this service? Was this service approved by upper levels of HR management at CVS? If yes, who will be fired. If not, this is another example for large corporations failure to audit processes and procedures. Could there be unintentional bias in AI lie detection platforms as well? Massachusetts law states: “[A]ny test utilizing a polygraph or any other device, mechanism, instrument or written examination, which is operated, or the results of which are used or interpreted by an examiner for the purpose of purporting to assist in or enable the detection of deception, the verification of truthfulness, or the rendering of a diagnostic opinion regarding the honesty of an individual.” Pretty straightforward. It may be illegal in your state as well. Regardless, federal Employee Polygraph Protection Act prohibits the utilization of lie detecting tests either for pre-employment and current employee screening. There are hundreds, if not thousands, of AI hiring platforms. Like anything else, some are probably ethical and others are not. Please review a potential AI platform with an employment law specialist before implementing a process. Doing so probably would have saved CVS a substantial amount of money. #AI #compliance #backgroundscreening #recruiting #HackingHR #LinkedInforRecuiters #recruiter

Next up in our never-ending series on AI - Recruiting and Litigation: CVS is facing a class action lawsuit relating to AI lie detection resulting from video-interview technology. AI is everywhere, however buyer beware. Some AI software providers claim their product has the ability to analyze video conferences and determine a candidate’s credibility. Sounds great, doesn’t it? The only problem is that a class action lawsuit claims that at least in this case, AI lie detection violates federal and state law when used in the employment process. Use of lie detector tests during the hiring process is prohibited in Massachusetts. The complaint states that the AI software platform utilized by CVS advertises that it has the "potential to provide the ability to scale your lie detection, screen out embellishers, and home in on those who are actually a fit for the role." Whoops. Maybe they should leave “lie detection” out of marketing materials. Where was the legal review by the AI company providing this service? Was this service approved by upper levels of HR management at CVS? If yes, who will be fired. If not, this is another example for organizations to audit processes and procedures. Lie detector test results are prohibited in criminal trials for a reason. They are inaccurate. Could there be unintentional bias in AI lie detection platforms as well? Massachusetts law states: “[A]ny test utilizing a polygraph or any other device, mechanism, instrument or written examination, which is operated, or the results of which are used or interpreted by an examiner for the purpose of purporting to assist in or enable the detection of deception, the verification of truthfulness, or the rendering of a diagnostic opinion regarding the honesty of an individual.” Pretty straightforward. It may be illegal in your state as well. Regardless, federal Employee Polygraph Protection Act prohibits the utilization of lie detecting tests either for pre-employment and current employee screening. There are hundreds, if not thousands, of AI hiring platforms. Like anything else, some are probably ethical and others are not. Please review a potential AI platform with an employment law specialist before implementing a process. Please click to follow Barb J. Wyskowski, J.D. #SHRM #Compliance #BackgroundScreening #HRTech #RiskManagement  #LegalIssues #Recruitment #artificialintelligence #HR   #HRCompliance #LaborLaw

Did a potential employer ever conduct an interview with you utilizing an AI platform that claims it can detect candidate’s lack of truthfulness and credibility? Next up in our never-ending series on AI - Recruiting and Litigation: CVS is facing a class action lawsuit relating to AI lie detection resulting from video-interview technology. Some AI software providers claim their product has the ability to analyze video conferences and determine a candidate’s credibility. Sounds great, doesn’t it? The only problem is that a class action lawsuit claims that at least in this case, AI lie detection violates federal and state law when used in the employment process. Use of lie detector tests during the hiring process is prohibited in Massachusetts. The complaint states that the AI software platform utilized by CVS advertises that it has the "potential to provide the ability to scale your lie detection, screen out embellishers, and home in on those who are actually a fit for the role." Whoops. Maybe they should leave “lie detection” out of marketing materials. Where was the legal review by the AI company providing this service? Was this service approved by upper levels of HR management at CVS? Lie detector test results are prohibited in criminal trials for a reason. They are inaccurate. Could there be unintentional bias in AI lie detection platforms as well? Massachusetts law states: “[A]ny test utilizing a polygraph or any other device, mechanism, instrument or written examination, which is operated, or the results of which are used or interpreted by an examiner for the purpose of purporting to assist in or enable the detection of deception, the verification of truthfulness, or the rendering of a diagnostic opinion regarding the honesty of an individual.” Pretty straightforward. It may be illegal in your state as well. Regardless, federal Employee Polygraph Protection Act prohibits the utilization of lie detecting tests either for pre-employment and current employee screening. There are hundreds, if not thousands, of AI hiring platforms. Like anything else, some are probably ethical and others are not. Please click to follow Barb J. Wyskowski, J.D., J.D For additional information about careerandtalenthub, please click: HTTPS://WWW. careerandtalenthub.com  #GetHired  #JobInterviews #Personalbranding  #BestAdvice  #Job #resume  #professionaldevelopment   

How AI Has Shaped Traditional Background Screening Processes   Artificial Intelligence (AI) has revolutionized many aspects of human resources, including the traditional background screening process. Here’s how AI has transformed this crucial step in hiring:   1. Enhanced Speed and Efficiency: Traditional background checks often involve manual data entry, phone calls, and waiting for responses from various agencies, which can take days or even weeks. AI accelerates these processes by automating data collection and analysis. It quickly sifts through vast amounts of information, reducing the time needed to complete background checks. This efficiency helps companies make faster hiring decisions.   2. Improved Accuracy and Consistency: Manual background checks are more exposed to human error. AI reduces these risks by systematically scanning and cross-referencing large datasets with high precision. Machine learning algorithms can identify patterns and flag inconsistencies more effectively than human reviewers, ensuring that the information gathered is accurate and reliable.    3. Advanced Data Analysis: AI can process vast amounts of information from diverse sources, including social media, news articles, and public records, providing a more holistic view of a candidate. Traditional background checks might focus mainly on criminal records and employment history, but AI can uncover additional insights into a candidate’s online behavior and reputation. This comprehensive analysis helps employers understand potential hires more deeply, beyond what’s listed on their resumes.   4. Data Security and Privacy: AI enhances the security of background checks by protecting sensitive data through advanced encryption and secure processing protocols. Additionally, AI can be programmed to adhere to legal reporting and privacy standards such as the Fair Credit Reporting Act (FCRA) and General Data Protection Regulation (GDPR), automatically updating processes as regulations change. This ensures that employers remain compliant and avoid potential legal issues.   5. Continuous Monitoring: AI enables continuous monitoring for company job roles with unique risk exposures of employees’ backgrounds even after they are hired. AI can detect any changes in an employee’s background that might pose a risk to the organization. This proactive approach enhances workplace safety and compliance.   As AI technology continues to evolve, it will likely bring even more innovations to background screening, making it an indispensable tool for modern HR departments. Embracing AI in background screening not only streamlines the hiring process but also builds a more trustworthy and effective workforce. 🦉   #AI #BackgroundScreening #BackgroundChecks #ScreeningUniversity #HR #HumanResources #Recruitment #WorkplaceCompliance #ProfessorHootsworth #SHRM #HRCI #HRPros

Enhancing Background Check Accuracy And Speed With AI Powered Analysis In the realm of HR, the process of conducting an employee background check can sometimes feel like navigating a dense jungle – full of unexpected twists and legal lianas. https://lnkd.in/gPmDcGhq #HR #HumanResources #TalentAcquisition #Recruitment #Hiring #BackgroundChecks #EmploymentScreening #Workforce #Management #WorkplaceSafety #Security #Compliance #Accuracy #Efficiency #Speed #DataAnalysis #AI #InformedDecisions #BetterHiring #RiskManagement #LegalCompliance #FCRA #GlobalChecks #PrivacyLaws #DataSecurity #Consent #EthicalHiring TYCOONSTORY Checkr, Inc. Nishit De Arman Khashei Meghan Harvey Sprague Brodie Carl Majette Jennifer Li

How Technological Innovations Revolutionize Background Verification and HR Efficiency! Technological innovations have revolutionized the way businesses operate, particularly in the realm of background verification. By leveraging advanced technologies such as artificial intelligence (AI) and machine learning, companies can now conduct thorough and efficient background checks on potential employees. These technologies enable the automated processing of vast amounts of data from various sources, significantly reducing the time and effort required compared to traditional methods. Efficiency is a key benefit of integrating technological innovations into background verification processes. Automated systems can quickly verify an individual's education, employment history, criminal records, and more, ensuring accuracy and speed. This allows businesses to make informed hiring decisions faster, which is crucial in a competitive job market. Integration of these technological solutions into existing human resources (HR) systems further enhances the overall efficiency. By seamlessly incorporating background verification into the hiring workflow, companies can streamline operations, reduce redundancy, and improve the candidate experience. Integration ensures that all necessary information is easily accessible and that the verification process is consistent and reliable across all departments. In summary, the use of technological innovations in background verification enhances efficiency and accuracy, while integration into HR systems ensures a smooth and cohesive hiring process. This approach not only saves time and resources but also helps businesses maintain high standards of employee integrity and compliance. #TechnologicalInnovations #AI #MachineLearning #BackgroundVerification #Efficiency #HRIntegration #Automation #HiringProcess #DataProcessing #BusinessOperations #EmployeeIntegrity #Compliance #StreamlinedOperations #AccurateHiring #ModernHR #TechInHR

🔍 Exploring the Impact of AI in Employee Background Verification 🤖 In today's rapidly evolving world, AI technology is revolutionizing various industries, including employee background verification. Let's take a closer look at the pros and cons of this transformation: Pros: 1️⃣ Efficiency: AI streamlines the background check process, significantly reducing the time required for verification, allowing employers to make faster hiring decisions. 2️⃣ Accuracy: By utilizing advanced algorithms, AI can sift through vast amounts of data with precision, minimizing the risk of human error in the verification process. 3️⃣ Enhanced Compliance: AI systems can ensure that background checks adhere to relevant regulations and standards, reducing legal risks for employers. Cons: 1️⃣ Privacy Concerns: The use of AI in background checks raises concerns about the privacy of individuals' personal data and the potential for misuse or unauthorized access. 2️⃣ Bias and Fairness: AI algorithms may inadvertently perpetuate biases present in the data they are trained on, leading to unfair treatment of certain demographic groups during the verification process. 3️⃣ Lack of Human Judgment: While AI can process data efficiently, it may struggle to assess nuanced information or make subjective judgments that require human intuition and empathy. As we navigate the integration of AI into the employee background verification industry, it's essential to strike a balance between leveraging technology's benefits and addressing its limitations to ensure fair, accurate, and ethical hiring practices. 🤝 🔎 Are You Looking for Employee Background Verification in India? Look no further visit our website: https://integritas.in or mail us at sales@integritas.in #BackgroundCheck #EmployeeVerification #PreEmploymentScreening #HiringWithConfidence #TrustworthyWorkforce #BackgroundScreening #EmploymentVerification #SecureHiring #GlobalDatabaseChecks #BackgroundChecks #ScreeningServices #SafeWorkplace #BackgroundInvestigation #ReliableEmployees #CredentialVerification #EmployeeScreening #VerifiedHiring #BackgroundCheckCompany #AI #EthicalHiring #TechInnovation 🌐🔒🤝

As AI becomes more prevalent in recruiting, concerns about bias and discrimination in hiring processes are rising, as discussed in this article: https://bit.ly/3yYVjAP Ensuring fair and equitable hiring practices is crucial as companies adopt AI-driven solutions. The Torrey Firm specializes in employment law and can help your business navigate the complexities of AI in recruitment. Contact us today to ensure your hiring processes are compliant and free from bias with our expert legal guidance: https://bit.ly/39bj5JD #AIRecruiting #EmploymentLaw #FairHiring #LegalCompliance

New York City Passed an AI Hiring Law. So Far, Few Companies Are Following It. The law requires employers to disclose how algorithms screen job candidates. HERE'S THE LOOPHOLE: Enforcement of the law is driven by complaints. If no complaints are filed, no action will occur, and that's indeed been the case, a spokesman for New York City's Department of Consumer and Worker Protection. Additionally, the law only applies to companies that use AI as a substantial component of the hiring process. This means that as long as an employer still significantly relies on human decision-making, the company has leeway to decide how the law applies to them. Here are the specific details (NYC 144): https://lnkd.in/g49-hzZH It has been six months since New York City began enforcing the nation’s first law requiring companies to disclose how algorithms influence their hiring decisions. So far, disclosures are rare. The law requires employers that use software to assist with hiring and promotion decisions—including chatbot interviewing tools and résumé scanners that look for keyword matches—to audit those tools annually for potential race and gender bias, and then publish the results on their websites. It was designed to encourage companies to identify and root out ways their technology might be unintentionally embedding bias into employment decisions. MY RECOMMENDATION: Whether a tool should be exempt from coverage under this NYC 144 regulation is not that easy to assess. Employers may be using technology that falls within the definition of an automated employment decision tool, or work with a third-party recruiting firm that does, and not even know it. It is imperative for employers to reach out to legal counsel but, maybe first and foremost, they should talk with any third-party companies they rely on to ensure they too are in compliance. https://lnkd.in/gFj3nrmF #aihiring #newyorkcity #nyc144 #employmentlaw #hiring #talentaquisition #hrtech #hrtechnology #hrbp #vphr #hrmanager #shrm

AI and background screening- what do you need to know? As companies face new challenges to employment screening compliance, it's more important than ever to ensure the integrity and accuracy of research. Universal is standing strong in this regard, and we invite you to learn more about the latest developments in AI and background screening in the article linked below. https://lnkd.in/gqHNMGX5