> We could ask candidates on video (or in person) to see a photo ID and match the ID against the resume. But this would seem very weird. It starts an interview off in a hostile manner, and send the a strong message of distrust. Honest candidates – which are, remember, the vast majority – will wonder why the heck this company is acting so weird, and will rightly see this as a red flag about the company culture. There will be negative consequences for your hiring practices.
This sort of verification is already being used for some KYC processes by financial institutions (i.e., take a live video of yourself holding your ID that’s uploaded for verification). It’s probably a matter of time until this is so normalized with virtual KYC that people wouldn’t care much when asked to do the same by a potential employer. The process already excludes certain people (like the transphobic process mentioned in the article).
There is always a cost to the company for an incorrect hire, regardless of the underlying reason. So I would expect company HR teams to read that (widely shared) post and formulate strict identity checking and recording mechanisms so that they can absolve themselves from what may seem like an oversight or error. It also fits well with the typical HR style that’s more about controlling employees than about enabling/helping them (apologies to any good HR folks who are out there who struggle against the weight of the systems).