Hiring the right candidate is essential for organizational success, yet assessing qualifications has become increasingly complex with the rise of AI-enhanced resumes and applications. Some candidates may even rely on AI assistance during virtual interviews, making it difficult to distinguish genuinely skilled candidates from those using AI technology to elevate their profiles.

Fortunately, there are a few strategies employers can implement to identify qualified candidates and address potential discrepancies:

• Skills Assessments. Develop job-specific assessments that focus on critical skills that are difficult to complete with AI. For example, in an accounting role, consider a reconciliation exercise where candidates identify discrepancies in financial records and explain their investigation process. Live exercises reveal true abilities and confirm practical skills. Note: It is important to ensure your assessments are valid and reliable.

• Behavioral and Role-specific Interview Questions. Use targeted questions during the interview that require candidates to describe specific scenarios and the steps they took to achieve results. Behavioral questions offer insight into past decisions, while role-specific questions confirm knowledge of relevant tools or methods, ensuring an authentic assessment of the candidate’s capabilities.

• Reference Checks. Verify the candidate’s skills and achievements by asking references about their key responsibilities and projects completed independently. Additionally, inquire about the technical skills and tools the candidate utilized to confirm alignment with interview responses.

• Conduct In-person Interviews. In-person interviews remain a reliable method to minimize AI assistance, allowing for a more accurate evaluation of candidates. If a virtual interview is necessary, the above strategies can further ensure the applicant has the requisite knowledge and skills.

Once a candidate is hired, supervisors would do well in providing comprehensive support and training to the new employee. This support not only fosters the employee’s growth but also offers ongoing opportunities to demonstrate their abilities. If discrepancies arise during this period, supervisors should promptly involve HR to address their concerns, which may lead to termination if the employee does not possess the skills originally claimed.

For more information on AI usage during recruitment and the interview process, feel free to contact your POOL/PACT HR Business Partner.

POOL/PACT Human Resources (HR) is publishing this important Alert on the new exempt salary levels being overturned by a federal court. If you have any questions about how this may impact your employment policies or practices, please contact your HR Business Partner for more information.

On November 15, 2024, the U.S. District Court for the Eastern District of Texas ruled that the Department of Labor (DOL) exceeded its authority when it issued regulations that increased the minimum salary threshold for exempt employees earlier this year. The judge’s order not only invalidates the rule nationwide, it further overturns the increase that went into effect on July 1, 2024, setting the minimum salary threshold back to the 2019 level of $35,568 per year.

If you feel like you’re having déjà vu, you’re not. This really did happen before in 2016 when the same Texas federal district court stayed a proposed large increase in the salary threshold days before the increase was set to go into effect and was permanently blocked a few months later.

What happens next?

The DOL could appeal the decision, and if an appeal court reverses the judgment quickly, the next salary level increase could still go into effect on January 1, 2025. However, if the appeal is still ongoing after President-elect Trump takes office, the new administration may scrap the new threshold or propose different salary levels as it has before.

What employers should do now

Effective immediately, the 2019 salary threshold of $35,684 is back in effect. How to proceed depends on what was already implemented to comply with the new, now overturned, regulations:

• If exempt employees’ salaries were increased to meet the new salary threshold or if employees were informed of increases that would take effect in the near future, employers should work closely with legal counsel if they want to consider reversing changes. Keep in mind that reversing salaries could have a negative impact on morale.

• If employees were converted to hourly non-exempt due to the increased salary threshold, employers may be able to convert these employees back to exempt status after ensuring the position still meets the duties tests. (For more information, see POOL/PACT HR’s HR Briefing: Exempt Employees available to registered users at www.poolpact.com.)

As things are in flux right now, it may be wise to wait and see what happens with a potential appeal and how the new administration will respond before making any changes.

POOL/PACT HR will continue to track changes and update Members as needed. Please feel free to contact your HR Business Partner with any questions you may have.

Thank you to everyone who attended the 2024 POOL/PACT HR Leadership Conference in October.

This year we saw record attendance, with a total of 111 participants from member organizations joining us for two days of inspiring and informative sessions. The feedback received was overwhelmingly enthusiastic and positive.

Here’s what some of you had to say:

“Loved all the speakers they were very interesting and interactive.”

“I really enjoyed the sessions and the engagement with other HR pros.”

“Honestly, I think this was the best conference so far! Amazing job all around!”

All speakers earned high average ratings from attendees, with the favorite general sessions being Jonathan McGuire’s talk on the dangers of social media harassment and the court’s recent re-interpretation of adverse employment actions. The second-most highly rated session was Christine Perigen-Fonner’s presentation on radical care in the workplace.

This year we also introduced concurrent breakout sessions, allowing participants to learn about topics they were the most interested in. The top ratings went to Stephanie Bedker’s breakout session on educational due process, and Kim Cullen and Charity Felts’ presentation sharing requirements and tips on accommodating pregnant and lactating workers.

Thanks to all of you who provided feedback and suggestions for next year. If you have ideas on topics you would like to see covered at future conferences, please email us at hrtraining@poolpact.com.

Also, if you haven’t yet heard, we are excited to announce that the 2025 POOL/PACT HR Leadership Conference will be held in Stateline, NV at the Tahoe Blue Event Center on October 14 - 16, 2025. We’ll see you in Tahoe!

Decode the message. Each letter in the phrase has been replaced with a completely random letter. Try to decode the message.

The first five members who submit an image of their completed puzzle to hrtraining@poolpact.com will WIN a $10 Amazon e-gift card.