By: GABI

AI Is Making CV Fact-Checking Fast & Easy: Here’s How

Finding the perfect candidates is always challenging for recruiters everywhere. From reviewing thousands of resumes to providing a fair interview experience, they need to be on their toes each step of the way. Besides the more common challenges, they also need to deal with the fact that a lot of people lie on their resumes.

The truth is, people frequently inflated their resume to make themselves look better while hoping no one notices or conducts any thorough fact-checking. The most common lies people use in their resumes are about tools knowledge, working in a certain company, having a specific skill, and working for a longer period of time at one job.

Some recruiters with a lot of experience can sometimes spot a resume that seems a bit odd in terms of honesty. But it’s not full-proof, at least not in the first steps of the recruitment process anyway. And not all companies are fact-checking resumes, which sometimes means unqualified candidates get the job, while the truly talented can get rejected. But what if there is a way to make fact-checking easier in recruitment? Using AI in hiring might give recruiters a much-needed helping hand.

First, let’s look at how AI can generally help with fact-checking.

How Is AI Used for Fact-Checking?

AI is already increasingly used for fact-checking by helping people spot fake news in the battle against misinformation. AI can sort and analyze a huge amount of data in a short time, something humans can’t and will never be able to do alone. Through language processing, AI can understand text data and then analyze it.

Take for example fact-checking fake news in content. AI tools will analyze a huge volume of content and then flag the problematic pieces so that a human fact-checker can later review them. The AI algorithms also become better in time by receiving feedback based on the results they’ve shown. AI itself can not yet do the whole fact-checking process but rather help human fact-checkers do their jobs faster, easier and better.

But using AI in hiring can help recruiters with resume fact-checking?

Can AI Be Used to Fact-check Resumes?

Companies are already seeing the tremendous benefits of AI resume screening in the recruitment process. The automation of some recruitment steps, like the tedious task of sorting through thousands of resumes, helps HR specialists to save time and money. At the same time, AI powered-tools, like resume aggregators, provide recruiters with a filtered list of resumes based on the parameters they set.

While that automation alone cannot help in fact-checking, using AI in hiring can help in the skill-testing part of the recruitment process. After the AI resume screening, HR specialists can fact-check for lies by using an AI technical assessment tool. This way, no matter what candidates might have written in the CVs, you can see if they are actually qualified to do the job they applied for.

One reason why companies fail to see the lies in resumes is they don’t ask candidates for references. AI-powered communication tools can send automated emails to all selected candidates asking for references. Through the automation of this step, recruitment specialists can filter even more candidates and select for interviews only the ones who provided references. Checking at least one reference can then determine if the candidate is trustworthy or not.

Some companies are using AI tools for spotting lies by analyzing their candidates’ facial expressions during video interviews. This technique also helps fight recruiters’ unconscious bias, with companies attesting they have increased diversity in their workplace.

Implications of Using AI for CV Fact-checking

Using AI for fact-checking resumes is a work in progress and in its early stages. Companies that use AI in hiring know it’s a very efficient tool. But basing the fact-checking part of the recruitment process solely on AI tools is not yet recommended. Take for example the facial expression analysis during video interviews. Recruiters also need to use their skills to determine whether the AI analysis is on point in some candidates.

Some people may have facial scarring or tattoos that make it difficult for machines to analyze. And some might show in their expression an emotionally traumatizing recent experience that AI can’t yet comprehend. That’s when the recruiter can step in and ask the right questions. While we all want a perfect solution, AI works the best when it’s paired up with human personal knowledge and intuition.

Conclusion

Recent technology brought us AI resume screening software, technical assessment tools, and facial expressions analyzers, all of which help companies in fact-checking candidates’ resumes. They provide a faster and easier recruitment process and help recruiters spot false information. If you want to find out how AI can help you, request now a customized product demo with one of our specialists.

Let’s make the future of recruitment better with AI!