Category: HR Technology

In an interaction with People Matters, Komal Dangi, CEO, VeriKlick shared the hiring trends in the industry for this year. She also shared her thoughts on AI’s involvement in HR strategy. Read more to know about VeriKlick, hiring challenges, and more in these edited excerpts.

What is VeriKlick and how does it work?

VeriKlick is the essence of verifying intelligent job candidates, providing talent management with the power of verified resources and vendor pool in a single platform. We help you contact, verify, and hire the right person with customizable tools in a cloud-based HR solution. We proudly empower companies with the resources they need to take charge of the hiring process – eliminate unnecessary costs, streamline the employee vetting processes, and adopt new strategies for a better hiring ROI.

What are the hiring trends you foresee for 2019?

A variety of factors impact recruitment, such as falling unemployment rates, new technologies and increased automation. The current hiring landscape is candidate-driven, meaning job seekers can be more selective when picking an employment opportunity. Recruitment executives should sharpen their focus on perks, compensation, and other benefits to make companies can stand out against competitors.

We’ll also continue to see new technology being developed to help streamline the hiring process and sort through the often-extensive applicant lists. Recruitment automation tools can be used to simplify the process of attracting and converting potential candidates into applicants. To save time on in-person meetings with candidates that aren’t qualified, employers can send writing and personality tests to applicants before interviewing them. Artificial intelligence is making its way into recruitment activities as well, being utilized to alleviate time-consuming HR tasks such as sourcing and prescreening candidates.

How important is it for organizations to include AI components into an HR strategy?

Hiring a new employee is an extensive process. Screening applicants, conducting interviews, checking references, negotiating contracts, and onboarding all contribute to a time-consuming operation. To save time on high-volume and repetitive tasks, HR professionals will find it beneficial to use AI to automate parts of their recruiting strategy. Repetitive tasks that HR can easily standardize include evaluating résumé, sourcing candidates, and scheduling interviews. It’s crucial for companies to have a quick hiring process to secure top talent before competitors do.

In addition to saving time, AI can also improve the quality of the applicants that companies hire. HR data is increasingly becoming easier to access, and AI can be used to match job requirements, skills, and experience to the most fitting candidates. Employers who can improve job matching will experience more productivity and less turnover.

How will VeriKlick solve the hiring challenges for companies?

VeriKlick helps companies streamline the employee vetting and verification process. We utilize the exceptional knowledge and consulting skills that have made significant contributions to HR technology by guiding countless businesses toward customized solutions in IT with a primary focus on top-notch recruitment, strategic planning, and budgeting. We’ve been instrumental in educating employers and their HR departments on the importance of procuring the best talent by eliminating bait and switch candidates, fake résumés, and reinforcing the importance of how they all work together.

How will AI change the way organizations hire in the future?

AI won’t completely replace HR professionals, but it does have many applications for streamlining the talent acquisition process. Take the résumé screening process, for example. AI can learn what types of experience and skills the employer is looking for and rank the best fitting applicants based on these qualifications. AI-powered chatbots can also be implemented to schedule interviews, provide updates to job seekers about the status of their application, and manage onboarding tasks such as generating offers, sending paperwork, and answering policy-related questions.

By freeing up time spent on time-consuming tasks, recruiters can dedicate more energy to strategic hiring processes such as spending quality time with candidates to determine if they’re a good fit for the role and company culture. Used effectively, AI can be an extension of the HR team, improving the efficiency of the recruiting process.

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.

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