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While some recruiters and HR pros are concerned that artificial intelligence (AI) is replacing them, those enjoying the most success are those working alongside AI. In fact, companies using AI-driven recruiting technology have been able to cut the cost per screen by as much as 75 percent while reducing turnover by 35 percent. The average…

One technology company thinks they may have a way to verify candidates that are lying about their experience — or their identity — before they even show up in the office.

VeriKlick uses identity verification, facial recognition and voice biometrics to spot potentially bogus applicants during the initial screening process. The software checks to ensure candidates are who they say they are by analyzing information collected from their resume, driver’s license and voice and video interviews, explains Komal Dangi, the company’s CEO and creator of the technology. The software sorts through data, flagging anything that might be fake.

“It’s a pre-verification system,” she says. “It saves the time and energy that is lost interviewing the wrong candidates.”

VeriKlick works by tracking a candidate through initial recruiter contact, all the way through the hiring process, Dangi says. For example, with a candidate’s permission, the initial phone conversation between a recruiter and a potential applicant is recorded. Then the applicant’s voice is analyzed and when the recruiter is speaking with a candidate again, the technology will alert the interviewer if the voice is not recognized as the initial speaker, she says.

While this is happening, VeriKlick also reviews information from an applicant’s resume and a state-issued license, to make sure they aren’t lying about their experience or other information, she says. The tool also uses facial recognition capability.

Having the ability to pre-verify candidates can be beneficial to staffing companies who are hiring large numbers of people and may not have the time to interview all of them in person, Dangi says. Deceitful candidates sometimes have friends do initial phone or video screens for them, she adds.

In some cases, applicants may use a technique called “lip synching,” Dangi says, where during a video interview, a candidate appears on the screen and move their lips while someone not on-screen responds to questions or prompts them with responses.

Monique Burgener, director of MSP/VMS and Client Management at Synkriom, VeriKlick’s parent company, says this trend is all too common. If an employee says they have 15 years of experience as a Java developer, but they’re only 22 years old, that’s an indication that something is wrong, she says. VeriKlick can detect these inaccuracies before the resume hits a hiring manager’s desk.

“It happens frequently and regularly,” she says. “Everything from a candidate on the phone who is not the candidate that was hired, to friends going in for a video screen.”

While VeriKlick is not a background check service, it can be a helpful first verification step if a company plans to run a background check next, Burgener says.

The tool has been used internally by its parent company for the past two years and became publicly available for use in June. The company would not comment on other staffing agencies that are currently using the technology. VeriKlick charges $50 per month for a basic license and $99 for the advanced version.

Even in today’s talent-driven labor market where job openings outnumber talent supply, job fraudsters are a thing. Some candidates actively seeking a job can still be desperate, and are willing to inflate their resumes with credentials and experience they don’t have. Recent studies suggest that over 3% of job applicants take recourse to some form of impersonation and identity fraud, in order to acquire jobs for which they would not otherwise be qualified.

A reliable and easy-to-use screening process that can work in conjunction with your current applicant tracking system (ATS) and vendor management system (VMS) is a cost-effective way to ensure you are hiring the right people, every time.

Such verification tools are a great way to identify imposters while helping screen those whose resumes are stored in your system. They rely on innovative technologies that use both digital identity verification and voice biometrics to screen candidates during the recruitment process.

Identification verification. A candidate who claims 10 years’ experience, yet whose driver’s license shows him or her to have been in high school just four years ago, will cost you time, money, and even your reputation. It’s vital to know exactly whom you are hiring, and today there are products in the marketplace that help with that. Our soon-to-be-released product, VeriKlick, for instance, interfaces help you accomplish that while integrating with your ATS and VMS. Our product has other features as well. For instance, with a simple scan of a picture ID, a recruiter can be certain that the potential candidate is who they say they are.

Voice verification. Your voice is unique, just like your fingerprint. In fact, voices are so unique, they can be matched and verified to add another layer of screening to the application process. Financial institutions have begun implementing this technology to protect their valued clients, and your company can do the same.

Products like ours help verify the candidate’s information ensuring that voiceprints are safeguarded with the same high-level standards used to secure all of your company’s candidate and hiring information. VeriKlick’s verification system uses sophisticated biometric technology to identify the unique patterns of each voice, recorded through the product and saved for future reference.

Retention is critical. Given the war for talent, it’s little surprise that companies are paying attention to their retention rates. In fact, 87% percent of HR leaders consider improved employee retention to be a ‘critical’ or ‘high’ priority for their businesses over the next five years? A great way to ensure that new employees are properly screened before the onboarding process begins is to use these smart verification tools.

Turnover is expensive, no matter what type of position an employee holds! In fact, the cost to replace an employee can exceed 200% of their annual salary. Companies can minimize the costs associated with this turnover by using tools to screen job applicants.

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