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Federal Court Blocks CTA

The Corporate Transparency Act (CTA) is temporarily blocked from enforcement by a December 3rd ruling in a US District Court in Eastern Texas. Bloomberg Tax reports that the CTA “required that an estimated 32.6 million existing business entities disclose their beneficial owners to the Treasury Department.” This act was intended to “crack down on anonymous shell companies and deter money laundering, terrorism financing, and other illicit economic activity.”

According to the National Law Review, “the Court enjoined the CTA’s enforcement nationwide, specifically stating that neither the Act nor its related regulations may be enforced, and that ‘reporting companies need not comply with the CTA’s January 1, 2025, BOI reporting deadline.'”

This ruling is only a preliminary injunction and is expected to be challenged by the US Treasury’s Financial Crimes Enforcement Network (FinCEN). But companies still scrambling to complete their compliance before the 2025 deadline are getting a temporary reprieve.

How is AI Affecting the Hiring Process?

November 2024 marks the two-year anniversary since the first public demo of Chat GPT. Whether you like it or hate it, generative AI has become inescapable online since that time. But how has AI affected the recruiting process?

Like any tool, it depends how you use AI

Generating text is literally as easy a pressing a button. You can feed your information into your AI tool and ask it to write a resume or job description in seconds. You can use it to proof your writing, adjust tone, suggest different phrasing, etc. This tool can be a game-changer for folks who struggle to write or want to strengthen their writing.

However, anyone using these these writing tools should be aware of AI’s “hallucinations.” Essentially, AI can produce false information. Tell it to write your resume and it may write about things you’ve never done, jobs you’ve never had. Your AI job posting might include more responsibilities and requirements than you intended, talk about services you don’t offer, or leave out crucial information.

Anything you “write” with AI should still be carefully proofed before sending it out into the world. You don’t want to be like the lawyers caught using AI because their legal briefing contained AI-hallucinated legal precedents. As with any writing, make sure it’s correct before you put your name on it!

Everyone is using AI (including spammers)

Yes, AI makes generating text so easy! But that also means it takes even less work for spammers to create text to trick you. Moreover, your fellow-job seekers can make resumes and bulk-apply to jobs just as fast. And employer are using AI too. From emails to posts, resumes to job descriptions – how do you know if anything you read is 1) accurate and 2) has a real, honest person behind them?

Are you talking to a candidate or a bot? If this candidate is real, are they seriously applying to your job or did they have a bot apply to every opening with specific keywords within a certain market? Is the polished resume correct or have some extra skills and experiences been added?

Are you sending your resume with personal information to a real employer or a data harvester? If this opening is real, are they actively hiring or just want to appear to be growing? Is the job description accurate? Will your resume even be read if the employer’s inbox is choked with hundreds of spam applicants? Will the employer use AI to screen your resume and mistakenly reject you?

Continue the discussion

Several recent articles discuss AI hiring pros and cons in greater detail than we can here. Our best recommendation is to stay up-to-date on AI news and continue reading the discussions in the months and years to come.

NBC News

• How candidates successfully use AI from resumes, to applications, to scheduling
• Watchdog concerns about AI accuracy
• Employer strategies to reduce bulk applications
• AI resume screening effects
• Limitations of AI

The HR Digest

• Candidates bulk submitting applications
• Employers and recruiters creating fake job postings
• Employers using AI to screen applicants

Financial Times Op Ed

• Bulk applications flooding employers with “speculative applications”
• Hiring managers fighting back with more onerous interview processes
• Employers and candidates exhausted by this churn
• Trend is worst in the tech industry but expect it to spread to all other sectors