Hiring today isn’t what it used to be. A decade ago, most resumes came from genuine applicants. Interviews happened face-to-face. Recruiters could read body language and spot red flags. But things have shifted. Fast.
AI is now everywhere. It writes resumes. It answers job application questions. Some tools can even mimic human voices. That means some candidates are using AI not to help them, but to cheat.
This is not a small issue. It's growing. Recruiters need to know what they’re up against. More importantly, they need to know how to fight back.
Let’s look at what AI fraud actually is, how it shows up during hiring, and what you can do to stop it.
What AI Fraud Looks Like in Hiring
AI fraud isn’t a fancy tech term. It’s when someone uses AI to trick their way through the hiring process.
It can happen in many ways. Sometimes, it starts right from the resume. A person might copy and paste a job description into a chatbot and ask it to build a tailored resume. The resume looks perfect. But it’s all buzzwords with no truth.
Then there are automated tests. Candidates can use AI tools to solve logic questions or write code. Some go even further. They hire others to sit for interviews pretending to be them. In video interviews, there have been cases where the voice on screen wasn’t even human. It was a voice clone.
Deepfake videos have entered the scene too. These videos can make it look like someone is speaking and reacting in real-time. It’s fake—but looks convincing.
AI fraud doesn’t always leave clear signs. It’s quiet. It hides in polished emails, perfect grammar, and oddly flawless answers.
That’s why recognizing it matters.
What Recruiters Can Do About It
So, what now? Do we stop using online applications? Should we ban AI?
Not really. AI is not the enemy. The misuse of it is.
Recruiters need new habits and updated tools. They need to slow down and sharpen their radar. Some practices from ten years ago still work—like asking real, human questions. Others, like relying on keyword filters, may now do more harm than good.
It starts with awareness. Knowing that AI fraud exists is step one. After that, it’s all about smart changes.
Here’s how to build a stronger hiring process that can spot the fake from the real.
The Human Element
Let’s not forget—humans hire humans.
While AI tools can help screen resumes or schedule interviews, they can’t always catch subtle clues. People can.
Pay attention to how someone speaks. Real stories have little imperfections. People hesitate, backtrack, or laugh when recalling something. AI-generated answers often feel too clean or rehearsed. They lack messiness.
Try this: ask about a challenge they faced and what they learned. Then, follow up with a curveball. “What would your old teammates say about how you handled that?” Real answers go off-script.
In one interview, a recruiter I spoke with asked a candidate to explain a tool they used. The answer was fast, confident, and full of technical words. But when asked how they dealt with a specific bug in that tool, the reply stumbled. Turns out, the candidate had never actually used it. The resume had been built using AI. The candidate was only playing a part.
This is where your instincts count. Trust them.
Strengthen Identity Checks
Remote work changed everything. It opened new opportunities. But it also made it easier for impersonation to thrive.
Some candidates today use fake identities. Others let someone else take their interview for them. This is where identity checks become crucial.
Start with the basics. Ask candidates to show valid government ID before the interview. Use secure platforms that verify facial recognition during video calls.
Another tip: request short video introductions. These should be casual, not rehearsed. Ask questions like “What do you like to do outside work?” or “Tell us about your last project—but in 90 seconds.” These videos show whether the person is who they say they are.
Live interviews help too. If possible, avoid asynchronous video interviews for final rounds. In real-time, it’s harder to fake emotions or use scripts.
Always verify references. And no, a LinkedIn profile isn’t a reference. Speak to real people who worked with the candidate. Ask direct questions. “Was this person hands-on in their role?” “Did they actually lead the project they mentioned?”
It may take more effort—but the cost of hiring a fake is higher.
Design AI-Resistant Assessments
Some tests are just too easy to cheat. If a candidate can paste your test into a chatbot and get the answer, your test isn’t working.
Make assessments tougher to fake—but not impossible to complete.
Use live problem-solving sessions. Give a task, start a timer, and observe how they think. Let them share their screen. See what they search, what steps they take, and where they hesitate.
Don’t just look for the right answer. Focus on their process. Why did they choose one solution over another? Can they explain their thinking clearly?
For creative or writing roles, change the question format. Instead of “Write an article about X,” ask “Here’s a paragraph. Improve it.” This forces them to think and not rely on canned outputs.
If your role requires coding, include bugs on purpose. Ask them to find and fix them. AI tools might write code, but they don’t always debug well.
Mix up your questions. Add time pressure. Ask for trade-offs. AI tools don’t handle nuance well. Humans do.
Train Recruiters on Modern Fraud Signals
Many recruiters still expect candidates to cheat the old-fashioned way. They look for typos or gaps in work history.
But fraud has evolved.
Recruiters need new training. Start by showing real examples of AI-generated resumes. Compare them to genuine ones. Highlight the patterns. Watch sample videos made using AI avatars. Help your team understand how real some of these fakes can look.
Update interview techniques. Don’t rely on “Tell me about yourself.” Instead, ask “What’s something you did last year that changed how you work?” Push for detail. Then dig deeper.
Learn to spot scripted answers. If someone repeats phrases word-for-word or avoids specifics, it’s worth flagging.
Set up internal channels to report concerns. Give recruiters a way to say, “This one felt off.” These instincts matter.
Most importantly, update your hiring toolkit. Add fraud detection tools. Use plagiarism checkers. And keep learning—because fraudsters sure are.
Slow Down the Right Moments
Speed isn’t always your friend in hiring.
Yes, roles need to be filled. Yes, deadlines matter. But rushing through interviews or skipping steps to hire faster often leads to mistakes.
AI fraud thrives when hiring teams move too fast. Skipped references. Ignored red flags. Tests graded by bots. All of these open the door for trickery.
Slow down at key points. Revisit the resume after the interview. Check if what the candidate said lines up with what they wrote. Run assessments again if you suspect outside help.
If something feels off, pause. Ask a teammate to re-interview the person. Create a moment to double-check.
Slowing down doesn’t mean dragging your feet. It means choosing accuracy over speed. It means hiring someone for the long haul, not just to meet a deadline.
Conclusion
We live in an AI-powered world. That’s not going to change. But how we hire must. Fraud in hiring is a growing threat. It’s clever. It’s quiet. And it can hurt your team if ignored. From fake resumes to deepfake interviews, the risks are real.
But so are the solutions.
Trust your people. Train your recruiters. Make your assessments smarter. And above all, take your time where it counts.
People are still the most important part of any company. Let’s make sure the right ones are getting in the door.
