This may seem strange but also equivalent to a welcoming change.
Let us start the blog with a joke, a meme, and a story. (Sorry dear stats. We have had enough of you!)
How’s the hiring market out there?
It’s a tornado full of sharks 😊
A renowned company employed an AI-powered resume screening system.
In their quest for efficiency, they relied heavily on a system to analyze and shortlist candidates based on keywords, skills, and experience.
In between excitement, an AI-generated fake resume got shortlisted by the resume screening system.
Excited by the new technology and buried under the pile of job requisitions, they decided to skip employee background checks, unknowingly opening the door to a troubling predicament.
As a result, a candidate with fabricated work experience sailed through the recruitment process and secured a high-level position within the company.
The real culprits were,
- Long background check turn-around time
- Lack of background check policies
- Over-reliance on feature-heavy and glorious HR systems
So, now you have all the fun and fear involved in hiring, let us address HR’s most pertinent employee background check questions.