Tech fixed another CV issue. Photo: Shutterstock
In an age of increasingly remote recruitment, the task of verifying candidates’ qualifications and references can be difficult.
Today, technology has come to the aid of recruiters and is used to streamline and improve recruiting, speeding up the process of checking resumes and references and detecting inaccuracies.
Remote recruiting platforms help recruiters reduce the burden of confirming all resume details, including qualifications and work history.
Historically, HR personnel proficient in the art of reading body language in job interviews have been a valuable commodity, but with remote recruiting on the rise, technology is helping to bridge the ‘digital body language’ divide. to replace instinctive instinct in the digital age.
Before COVID, instinct and traditional controls may have been adequate, but not now.
Instead of just notes of a referee check taken over the phone, for example, a remote recruiting platform can collect referee feedback and provide analysis of the material.
Companies have been turning to automated parts of recruiting since the start of the global pandemic, which has led to a resurgence in the importance of verification.
“There is now a big appetite to make sure the person you hire, who will be in the elevator every day, is who they say they are, who they’ve been where they say they are. she was and that she did what they said they did, ”says Lee Seymour, CEO and co-founder of Xref.
You can’t do it over the phone, you have to do it using a complex verification platform. “
Using “a mix of API intelligences” for reference checks, the Xref platform uses automated fraud algorithms and links to global identity and police checks.
It is based on the platform’s 11 years of “digital body language” data gleaned from contestants and referees.
“We even have a sentiment algorithm that reads the report to recruiters and tells them if there’s any negativity,” he says.
The platform can detect such things as the candidate using the same Wi-Fi network or the same mobile device as the referee, the time difference between the candidates submitting their references and the referees providing answers, the e- address. social mail and where the referees copied and pasted the same candidate information.
This “digital grunt work” works really quickly for the recruiter in the background. “It typically takes five days to retrieve referrals using traditional manual methods, but with this technology, you’ll retrieve a few referrals in 24 hours,” Seymour explains.
Along with referees’ comments, it presents the data in an insightful way.
“You don’t just read references, you review content, information, graphics, sentiment, algorithms, fraud scores, basic skills benchmarking tools, instead of writing while watching the written word, ”says Seymour.
Tackling the complex web of university auditing
Qualification checks are next on the digital transformation path for remote recruiting. However, dealing with educational institutions that all hold their information in very different ways with different skill sets, means it’s not such a straightforward process.
While Seymour says it’s hard to standardize college and other checks, it does happen.
“We are working on fully digital qualifying checks, but it has been very difficult as governments need to oblige and pressure universities to invest in digital documents,” he says.
For professionals, recruiting is both an art and a science.
“When you look at a professional recruiter, they show artistic talent,” says Seymour. And technology can help the science part.
“The way they can connect with a human and change their world forever by finding their magical work for them should be supported by the science of data-driven platforms that can bring information at a very rapid rate,” says -he.
“We use systems in every business not to take over, but to give ourselves more time to be human.
“So the robots are not coming. We are simply replacing technology with what keeps us from being in the moment.