Artificial intelligence continues to transform nearly every aspect of modern life, including how companies recruit talent. But with progress comes new risks. A disturbing trend is emerging in which some job applicants are not who they claim to be. From manipulated appearances during interviews to fully fabricated identities, organizations are facing a rising threat: synthetic applicants. These are individuals using advanced technology to misrepresent their qualifications, identity, or both.
What Is Happening and Why It Matters
As reported in a recent CBS News article, there is a growing influx of fake job seekers using artificial intelligence to apply for positions they are neither qualified for nor legally entitled to hold. These individuals may use AI-generated resumes, simulated voices, and even real-time video manipulation to pass initial hiring screens. While some of these efforts appear aimed at securing jobs under false pretenses, others may have more nefarious implications, such as espionage or cybersecurity breaches.
In a detailed analysis, Palo Alto Networks’ Unit 42 uncovered how North Korean actors posed as remote developers using AI-generated personas to gain employment in Western companies. These fraudulent candidates leveraged synthetic voices and deepfake technology to conduct interviews and pass background checks, creating a real threat to data security and business continuity.
How Companies Can Respond
As the landscape evolves, hiring teams must adapt. Here are several ways employers can reduce the risk of hiring synthetic applicants while preserving a positive candidate experience.
- Use Live, Unscripted Video Prompts
Incorporating small, spontaneous requests during video interviews such as asking candidates to turn their head, smile, or touch their ear can help uncover digital manipulation. These prompts are simple yet effective, and they help confirm that the person on screen is indeed present and not using a video overlay.
It is important to communicate the purpose of these requests upfront and ensure they are applied consistently across all candidates to maintain fairness and compliance.
- Implement Identity Verification Technology
Platforms such as Veriff and Onfido can verify government-issued IDs and match them to live video input. These services are particularly useful for remote roles or when onboarding candidates without in-person interaction.
- Check for Digital Consistency
Recruiters should verify that resumes align with publicly available information, such as LinkedIn profiles, publications, or past employer references. Tools like SeekOut or HireEZ, combined with manual verification, can help confirm work history and credentials.
- Train Teams to Recognize Red Flags
Provide interviewers and recruiters with examples of common warning signs, which may include:
- Unusual delays or lag during video calls
- Robotic or overly polished speech
- Limited digital footprint or generic social media presence
- Resume inconsistencies or generic formatting
Training sessions can prepare your team to ask better questions and make informed decisions without over-relying on gut instinct.
- Document and Standardize the Process
Develop a standard protocol for candidate verification. Whether through identity checks, behavioral screening, or manual background research, consistency is key. Be sure to remain in compliance with applicable laws, including anti-discrimination regulations and privacy requirements such as GDPR or CCPA.
Is This Legal?
Although it’s always best to confirm with legal counsel, our understanding is that it is if conducted properly. Asking a candidate to perform simple actions during a video call or verifying their identity through third-party services is legal and appropriate, especially when the role involves sensitive access or remote work. To avoid legal or ethical pitfalls:
- Inform candidates of your process in advance
- Apply the same verification method to all candidates for a given role
- Offer reasonable accommodation if needed
- Store and handle personal data responsibly
Looking Ahead
The hiring process will continue to evolve alongside rapid advances in technology. Companies should not abandon the benefits of remote work or digital recruiting tools, but they must ensure these innovations do not become liabilities.
As President Reagan once said, “Trust, but verify.” That principle resonates with today’s hiring environment. It is essential to build processes that inspire confidence while also validating that candidates are who they claim to be.
Whenever possible, layering in-person interviews into the process can provide additional assurance and reduce the risk of deception. Even one face-to-face meeting, whether on-site or via a secure video call with live interaction, can be a critical checkpoint.
By combining layered safeguards, trusted technologies, and informed human judgment, organizations can protect their teams, uphold their brand, and ensure the best candidates are empowered to make a lasting impact. In this new era, trust must be earned and verified.
