Employers are increasingly adopting advanced technologies and security measures in the recruitment process to combat the rise of fraudulent candidate profiles, including those created or enhanced by artificial intelligence. The use of AI-generated applications, deceptive interview techniques, and even false identities employed by hackers has prompted companies to blend traditional human resource functions with cyber security protocols in hiring practices.

Research firm Gartner forecasts that by 2028, one in four candidate profiles worldwide could be fraudulent, driving a need for more rigorous verification methods. This shift has created a dynamic tension within organizations, as human resources departments prioritize candidate experience while cyber security teams push for heightened safeguards.

One notable example of this integration is the HR platform Deel’s acquisition of AI-focused security firm Clarity in August. The move aims to embed continuous identity protection throughout the hiring lifecycle. According to Neew Wilf, who transitioned from Clarity to head of product at Deel Security, aligning the objectives of HR and security is challenging due to differing priorities. Security teams advocate for comprehensive protective features, whereas recruiters are wary of adding friction that could discourage or alienate candidates.

Recruitment platforms have begun deploying various identity verification tools to address these concerns. Greenhouse, a recruitment technology provider, offers employers the ability to request identity confirmation at different stages of the hiring funnel. Clarity employs AI-based analysis during video interviews, examining facial movements, lip synchronization, eye patterns, and voice characteristics to detect potential deception. This approach also cross-references behavioral, identity, and media data to identify inconsistencies.

While these methods aim to enhance security, they raise questions regarding privacy and the potential for false positives. Candidates flagged incorrectly may be unfairly excluded, and widespread adoption of similar systems could result in repeated barriers for some job seekers. Privacy regulations, particularly in the European Union, help mitigate risks by restricting automated decision-making processes without human oversight. Both Deel and Greenhouse state their systems comply with GDPR and the forthcoming EU AI Act by ensuring flagged concerns undergo manual review rather than automatic rejection.

The increased use of AI in recruitment has received mixed reactions from job applicants. Gartner surveys show that the percentage of candidates experiencing AI-led interviews rose from 9 percent in late 2022 to 18 percent in mid-2023. Despite this growth, only about 30 percent of those interviewed felt comfortable with the process, with fewer than one in five reporting a preference for AI interactions over human interviewers.

As employers grapple with the influx of AI-assisted applications and attempts at deception, there is ongoing debate about the future balance between technology and traditional hiring methods. Some suggest a partial return to in-person interviews and handwritten applications, though this would likely favor candidates with existing social connections. Others predict a future in which a hybrid model prevails—where technological safeguards coexist with human judgment, potentially creating new barriers for applicants lacking networks or social capital.