Identity Crisis Amid COVID-19

Identity Crisis Amid COVID-19

I think we can all decisively say that we are overloaded, fatigued, and just exasperated with all the news surrounding COVID-19 and what to do. Unfortunately, scams are at an all-time high and your business is not exempt. If you are like us, attacks on your mobile phone and email are happening at a break-neck pace. And with remote hiring also at an all-time high, what can your company do to protect your employees and intellectual property?

Part of the answer lies with the use of facial recognition technology. Over the past couple of years, there has been growing acceptance of the tool. You are probably familiar with some uses already—unlocking your phone, authorizing purchases and payments, access control, and others. But the coronavirus pandemic is driving acceptance levels even higher. Remote healthcare and telehealth lead the way in the accelerated use of this technology. The overwhelming reason? It’s one of the most secure, effective, and inexpensive methods to verify that the person on the other end of your electronic device is really who they say they are.

What does this mean for hiring? With applicant tracking systems in use by 98% of giant companies, automated processes and systems have enabled companies to hire more people faster and onboard them electronically. The single common thread is humans—both recruiters and applicants. Applicants struggling with today’s unemployment are more desperate than ever to land a position. The crush of applicants for a single job opening can be staggering. The stakes are high to get people working quickly while making the right selections.

We all know about criminal backgrounds and the importance of a thorough background check. But what we don’t know, as the crisis pushes us toward remote hiring, is whether the person being background checked and drug tested is really your applicant. It is not uncommon to see someone hire a professional interviewer to perform the interview, while another person shows up to take the job. Or to see someone use a stolen social security number to secure a position. Given all this, it’s no wonder facial recognition is gaining popularity.

If you’re struggling with secure remote hiring, ask your background screening provider about adding facial recognition and ID validation to your flow. Embedding this technology as part of your hiring process helps ensure that the person filling out the application is who they say they are. And with in-person communication likely to be on hold for a while as well as a larger shift toward permanent work-from-home, professional identity verification will help you maintain workplace safety no matter what the future holds. This is for the record.

For The Public Record is a monthly blog featuring thought leadership from the most seasoned experts at ClearStar, across all functions of the background screening process. Click here to subscribe.

 


Brad Carlson

Brad Carlson - Chief Revenue Officer

Brad drives ClearStar’s sales efforts with direct clients, Innovators, channel partners, and agents. He provides statistical analysis and forecasting and manages sales contributors, partnerships, and strategic alliances. Brad has extensive knowledge within the background screening industry serving as Vice President of Sales for four national background screening companies, including his role as EVP of Sales at General Information Services, where he led the sales efforts for all segments of the team for 6 years. Brad has over 30 years of active sales management, 19 of which were within the background screening industry.

At ClearStar, we are committed to your success. An important part of your employment screening program involves compliance with various laws and regulations, which is why we are providing information regarding screening requirements in certain countries, region, etc. While we are happy to provide you with this information, it is your responsibility to comply with applicable laws and to understand how such information pertains to your employment screening program. The foregoing information is not offered as legal advice but is instead offered for informational purposes. ClearStar is not a law firm and does not offer legal advice and this communication does not form an attorney client relationship. The foregoing information is therefore not intended as a substitute for the legal advice of a lawyer knowledgeable of the user’s individual circumstances or to provide legal advice. ClearStar makes no assurances regarding the accuracy, completeness, or utility of the information contained in this publication. Legislative, regulatory and case law developments regularly impact on general research and this area is evolving rapidly. ClearStar expressly disclaim any warranties or responsibility or damages associated with or arising out of the information provided herein.

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