May 19, 2023 - Industry News and Updates for the week.

There was plenty of news this week relating to hiring, screening, hiring, and compliance. Here are three top stories you may have missed.

Forbes Key HR Statistics and Trends In 2023

Forbes has compiled the top HR trends for 2023, and there are some great ones to help you as you strategize your approach to the second half of the year. Here are 3 sample insights from the comprehensive list:

46% of HR leaders report recruiting is their top priority in 2023

For a company to succeed, it needs talented workers. And it’s the HR department’s job to find them. Start thinking about gaps in your organization and how to fill them.

Comprehensive onboarding makes employees 33% more engaged at work

Positive onboarding experiences also make employees 18 times more committed to the company and 38% more effective at their job. And with engaged employees, your company could earn 147% more than competing companies.  

50% of employees won’t apply to a company with a bad reputation

Eighty-six percent of women won’t apply to a company with a bad reputation. Only 67% of men feel the same. To improve your company’s online reputation, respond to bad reviews to tell your side of the story, and ask satisfied employees to leave positive reviews.

Read More: Forbes Key HR Statistics and Trends In 2023

Related: Why now is a great time to rethink and optimize your HR strategy

EEOC Issues Guidance on Use of AI

Employers can't rely on a vendor's assurances that its AI tool complies with Title VII of the Civil Rights Act of 1964. If the tool results in an adverse discriminatory impact, the employer may be held liable, the U.S. Equal Employment Opportunity Commission (EEOC) clarified in new technical assistance on May 18. The guidance explained the application of Title VII of the Civil Rights Act of 1964 to automated systems that incorporate artificial intelligence in a range of HR-related uses.

Without proper safeguards, employers might violate Title VII when they use AI to select new employees, monitor performance, and determine pay or promotions, the EEOC said.

"Too many employers are not yet fully realizing that long-standing nondiscrimination law is applicable even in the very new context of AI-driven employment selection tools," said Jim Paretti, an attorney with Littler in Washington, D.C. He described the guidance as a "wake-up call to employers."

Neutral tests or selection procedures, including algorithmic decision-making tools, that have a disparate impact on the basis of race, color, religion, sex or national origin must be job-related and consistent with business necessity; otherwise they are prohibited, the EEOC said. Even if the procedures are job-related and consistent with business necessity, alternatives must be considered. The agency noted that disparate impact analysis was the focus of the technical assistance.

Read More: EEOC Issues Guidance on Use of AI

Related: 4 key considerations when choosing a background screening provider.

The cost of hiring a deepfake job candidate — and 5 ways to avoid the scam

Working from home became popular after the COVID-19 pandemic forced industries to adapt. As of 2022, around 35% of people can work remotely full time, even in sectors that traditionally favor in-person roles. The rise of remote work has plenty of benefits for employers and employees but also poses new cybersecurity challenges.

Deepfake job candidates are a rising security threat. Scammers change their voice and appearance to look like a different person, meaning you may not know who you hired. The technology is advanced, so they can easily alter images, audio and video.

Cybercrime occurring because of COVID-19 caused over $46 million in losses because of the nature of remote work. Employees don’t show up in person, so they can continue pretending to be someone else relatively easily.

Read More: The cost of hiring a deepfake job candidate — and 5 ways to avoid the scam

Related: The Value of Background Checks for Remote Workers