February 28th, 2024 | Sterling
With 2024 underway, HR professionals are looking ahead to a future shaped by new technologies. Rescreening, social media searches and identity verification remain hot topics, with many employers also looking for more thorough criminal background screening tools to reinforce workplace safety. Hiring managers are also exploring ways to integrate AI in their hiring, background screening and onboarding processes while remaining mindful of safety and privacy concerns. This article provides insights into these trends and outlines what employers can anticipate in 2024.
Statistics indicate a significant surge in identity theft in Canada since the onset of the COVID-19 pandemic. Remote recruitment and virtual workplaces have made it easier than ever for fraudsters to steal someone’s identity in order to conceal past criminal convictions or claim credentials that they do not have. Even more alarmingly, deepfake technologies now allow for the creation of realistic fake IDs that can bypass some security checks. Inadequate identity verification may lead to employers hiring unqualified individuals or those with a pertinent criminal history, posing potential risk to employees, clients and the company’s reputation.
Fortunately for employers, new methods of identity verification have emerged in recent years to address the rise of fraud. First introduced in Canada by Sterling Backcheck over a decade ago, electronic identity verification has increased in popularity. This method involves verifying candidates’ identity through a series of out-of-wallet questions based on their credit history. Other methods of identity verification include biometrics verification such as facial or voice recognition technologies, live video chat, device verification and AI-based or physical inspection of an identity document to confirm that candidates are who they say they are.
Currently, Multi-Factor Authentication (MFA) is considered the best practice. MFA requires applicants to provide:
A trusted background screening provider should be an active proponent of identity verification and look for new and innovative ways of preventing identity fraud. Sterling Backcheck is an active member of the Digital Identification and Authentication Council of Canada (DIACC), a non-profit coalition of public and private sector leaders committed to developing a Canadian framework for digital identification and authentication. Our industry involvement showcases our dedication to safe and compliant identity verification.
Rescreening, also sometimes known as “post-hire screening” or “workforce monitoring,” refers to the process of conducting additional background checks on existing employees or individuals who have already undergone an initial screening. This periodic reassessment helps employers ensure that employees maintain their qualifications and do not pose any new risks over time. This practice has gained increasing interest in recent years, spurred by a growing focus on workplace safety. According to Sterling’s Hiring Reimagined report, 82% of candidates have designated safety (around their colleagues and other people) as an important or very important factor for them when selecting an employer or job, highlighting an opportunity for employers to leverage frequent background checks as a way of demonstrating their commitment to creating a safe work environment.
Some checks, such as the references check, education verification and employment verification, are unlikely to produce new information. However, others, such as criminal record checks, can highlight new and potentially relevant criminal convictions, therefore playing an important role in maintaining a culture of trust and safety. Renewing some specialized checks, such as a driver abstract search and credential verification, may also be required in regulated industries, such as transportation and healthcare.
According to recent research, over 65% of the world’s population is active on social media. Social media profiles are a trove of valuable information for hiring managers, enabling them to uncover potential concerns like substance abuse, intolerance, harassment or other office misconducts. Alternatively, social media searches can also report positive community involvement, thereby confirming that a candidate reflects the company’s culture and values.
Hiring managers are often tempted to complete social media searches in-house, but this practice is not without risk, since there is a chance of infringing on candidates’ privacy and introducing biases into the screening process. For this reason, social media searches are often outsourced to third-party providers, who can use AI-based solutions, backed by human intelligence, to minimize the chances of discrimination.
While standard criminal record checks have always been a core element of background screening, a growing number of employers are seeing value in seeking out more thorough police checks. In Canada, criminal record checks can include up to three components:
The Vulnerable Sector Query is only available for some positions that involve working with children, youths and vulnerable adults. However, employers wishing a more thorough search can request an Enhanced Police Information Check, also known as a Criminal Record and Judicial Matters Check. This includes both a standard Canadian Criminal Record Check and a Local Police Information search, which adds an extra layer of protection by highlighting active judicial matters that could present a risk to workplace safety. If you are not sure which check is best for your organization, read our previous blog.
AI-powered recruitment tools are software applications that utilize artificial intelligence algorithms and machine learning techniques to streamline and improve various aspects of the recruitment, background screening, and integration processes. According to a 2022 report by eighfold.ai, 78% of the HR leaders surveyed were already using AI to manage at least one aspect of their functions, with 43% planning on increasing use of this technology in the near future. Interest in AI shows no sign of slowing down and is predicted to remain a significant factor in shaping background screening and hiring practices in 2024.
To mitigate the cost of candidate drop-off, companies are investing in new HR technology, in part to integrate background screening into the hiring process for a seamless, more efficient candidate experience that accelerates time-to-hire. We offer seamless, technology-enabled workflows that are easy to use and scale with you as your hiring needs change, whether you connect your screening program directly to an ATS/HR system or use Sterling’s Client Hub directly.
Staying on top of hiring and background screening trends is crucial to attract and retain top talent. A trusted background screening partner, such as Sterling Backcheck, can provide you with the tools and support that you need to keep up with a challenging and unpredictable job market. Contact our experts to learn more about setting up a background screening program.
This publication is for informational purposes only and nothing contained in it should be construed as legal advice. We expressly disclaim any warranty or responsibility for damages arising out this information. We encourage you to consult with legal counsel regarding your specific needs. We do not undertake any duty to update previously posted materials.
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