What Should You Do if ZipID Returns a Low Confidence Score?
In biometric verification, a low confidence score from ZipID indicates that the ID photo of a new hire may not match their submitted selfie. This scenario, known as a false negative, can happen due to factors like lighting, camera angles, or changes in the person’s appearance over time. Here’s how to navigate this situation to ensure a smooth, compliant I-9 process.
Understanding Low Confidence Scores
A false negative occurs when the system detects a potential mismatch between the ID and the selfie, even though they may belong to the same person. While this can be frustrating, these mismatches are often due to non-identity-related factors.
Why Did I Receive a Low Confidence Score?
A low confidence score means ZipID’s technology has flagged the biometric match as uncertain. This score doesn’t mean there’s necessarily a problem with the new hire’s identity, but rather it’s a signal to investigate further. Health changes, aging, or significant life events can affect a person’s appearance, as can camera angles, lighting, and selfie quality. Consider these possibilities when evaluating the situation to ensure fair and accurate assessment.
Why Low Confidence Scores Matter
Low confidence scores and false negatives in the I-9 verification process aren’t just technical issues—they have implications for compliance and workplace fairness:
Risk of Non-Compliance: Hiring someone without verifying their legal authorization to work can lead to fines and legal complications.
Fair Treatment: Misidentifications could unintentionally lead to differential treatment. To avoid the appearance of discrimination and maintain fairness, handle all low confidence scores consistently and with care.
Prompt Action Steps
If you encounter a low confidence score or false negative, follow these steps:
Communicate with the New Hire
Discuss the situation with the new hire. Ask about any recent appearance changes due to health, personal choices, or circumstances that might have affected the biometric match.
Gather Additional Information
Encourage the new hire to take another selfie under better lighting or different angles. This additional photo can often resolve matching issues.
Review for Consistent Treatment
Ensure that all new hires experiencing biometric discrepancies are treated fairly. Handle these situations uniformly to create an inclusive onboarding environment.
Best Practices for Handling Low Confidence Scores
For a successful onboarding process and to stay compliant, consider these best practices:
Maintain Open Communication
Staying in touch with the new hire throughout the process fosters a positive experience and encourages trust. They’ll feel more supported and confident in the onboarding process.
Use Available Resources
Contact your HR lead or compliance officers to help guide you through low confidence score situations. They can provide advice on compliance and address any concerns the new hire may have.
For more details on biometric verification and I-9 compliance requirements, visit the USCIS I-9 Central.
By staying proactive in handling low confidence scores, you can ensure compliance, promote fair treatment, and create a positive onboarding experience for every new hire. This approach not only strengthens your team but also reinforces a unified, supportive workplace environment.