1. Employment Verification and Digital Footprint Checks
With fewer barriers to create LinkedIn profiles, References from friends, Unqualified Certifications or Education Institutions, Fake past employers and Copying Portolios / Personal Projects, there are a number of challenges for an extensive verification process for hiring.
- Best hiring processes required more structured techniques for Employment Verification, including references from qualified references with verified work emails, investment in digital footprint verification tools that deep dive for anyone with multiple conflicting online profiles.
2. Video Interview Risks, AI-Assisted and Deep Fake Interviews
In-person hiring will always be the most reliable hiring process, but getting people out of a current role to take a half day for interviewing has never been so hard. After COVID, virtual interviews are now expected within the market and from this, the ability for technology to assist video interviews has created risks for fraudulent candidates.
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Asking a candidate to hold 3 fingers up in front of their face in an interview can kill a Deep Fake AI generator by breaking up the facial points of contact for the AI to work properly.
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Requesting screensharing to show any applications running in the background can also help and identify if multiple monitors are connected during an interview for AI-assisted tools running in the background.
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Asking interview questions that are AI-proof, which will cause AI to prompt a response it cannot answer, such as what was the legacy environment before this project started, requesting information on specific dates, people or amounts that can then be verified in reference checks, also can work.
3. AI Resume Building and AI Auto Selection Sourcing
Many candidates know what AI tools can scrape a resume for keywords to provide a best match score, which means they will aim to create a resume assisted by AI to get the best match as well. With an increase in resumes being built by AI tools, resumes seem to be looking more like a job description carbon copy than a career overview of past projects and accomplishments.
If you see broad dashes when there should be a breathing pause in the grammar, underline dashes from job to job, and emojis for bullet points, there is a higher chance that this is an AI-generated resume. If you see a number specific to volume of work completed, a story on the project or an overview of the environment, then this is a higher chance of being an original and personally created resume.
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Also consider that blind trust in AI can also cause challenges if relying only on specific keywords, knowing that some roles are different titles in different companies and without looking at the experience utilized, false positives can often be missed. Eg. VP in the USA is often a lower-level role than a VP in Canada.
4. Future of hiring will be adjusted for more emphasis on Work Ethic and EQ, not just IQ
With AI being the superpower that will enhance the abilities of all, it will level out intelligence gaps where answers can be found in moments. However, the use of those lighting speed tools will only be as good as those who drive them and how that information can be presented and used in collaborative environments that ensure business objectives and great culture are striving to be achieved.
Problem-solving, Initiative, Communication and Passion will be key attributes to add at the top of the list for great hires.
5. Embrace the shift in AI but at an Executive and HR level when addressing organizational design, we may not see a workforce reduction of 90% in companies when much AI right now is to assist and not fully replace.
AI tools are definitely changing the way we think about deliverables in company roles, however there are factors to consider for many roles in organizations where AI tools are used to assist, but the time to utilize them correctly still consumes time and does not completely eliminate the individual.
Consider these factors when making a decision on your workforce planning and organizational design for your AI adoption strategy.
Time usage considerations when using AI assistance:
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Prompts and Uploading Information/Files
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Compute time for large workloads
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AI still needs to be checked and sometimes edited
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AI doesn't always work to your formatting there may still be copy from AI tools to other formats
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Re-prompting and re-drafting AI outcomes can be a tedious exercise
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Overuse of AI for simple tasks can be counterproductive (eg. relying on AI to pre-write/draft your email responses multiple times when the impact is negligible on the quality of the email)
Before diving too deep into the "AI fixes everything eutopian solution", use case and test your business environments including non-perfect outcomes, becuase in the end you can have a the fastest car in the world, but if you can't take the shortest route to the destination and avoid wrong turns along the way, you may not get there as fast as you thought you would when you started.
