The newest challenge recruiters and hiring managers are facing in today’s employment landscape? Making sure they’re actually talking to a real person.

As AI continues to transform human resources, it brings both exciting opportunities and new challenges. One emerging concern is the rise of AI-assisted and fraudulent applications, making it increasingly difficult for employers to determine whether candidates are who they claim to be. Recruiters and hiring managers are now navigating the challenge of verifying that applicants are real people with authentic, reliable backgrounds that accurately reflect the experience and qualifications outlined on their resumes.

So, how can you, as a hiring manager or recruiter, make sure you’re spending your valuable time evaluating qualified, authentic candidates—not AI-generated applications or fraudulent applicants?

Conduct Live Video Interviews – And Pay Attention!

Whether you’re using Zoom, Google Meet, or Microsoft Teams, incorporate a video interview into your screening process whenever possible. A live video conversation gives you the opportunity to verify that you’re speaking with the actual candidate and observe how they communicate in real time.

During the interview, pay close attention to the candidate’s responses, mannerisms, and overall engagement. For technical or skills-based questions, give candidates an opportunity to explain their thought process rather than simply providing an answer. This can help you identify whether they genuinely understand the material or are relying on Google, AI, or other outside tools.

Be especially mindful of unusual visual or behavioral cues. As fraudulent applicants become more sophisticated, some may even use AI-generated or manipulated video to appear as a different person. Watch for inconsistencies in facial movements, responses, timing, or overall behavior, and trust your instincts if something doesn’t seem right.

The goal isn’t to identify “robots”—it’s to make sure the person behind the application is a real candidate with the skills, experience, and knowledge they claim to have.

Keep the Process Human.

No matter the position you’re screening for, keep the conversation human. A genuine, engaging conversation gives you the opportunity to assess a candidate’s communication style, personality, and ability to thoughtfully speak about their skills, experience, and problem-solving approach.

Be Cautious of Overly Polished Applications.

While using AI to refine a resume or cover letter isn’t necessarily a red flag, recruiters should look beyond polished language. Pay attention to generic or overly broad statements, vague accomplishments, and descriptions that lack specific details. During the interview, ask candidates to elaborate on their listed experience and achievements—if they struggle to explain what’s on their own resume, it may warrant a closer look.

Check References and Trust Your Gut.

Ensure you cross-reference the information provided on an applicant’s resume with publicly available professional sources. Review their LinkedIn profile, visit the websites of companies they’ve listed to verify their employment history when possible, and conduct a general online search of their name. This additional step can help confirm that the candidate is a real person with the professional background they’ve described and may uncover inconsistencies or potential concerns that warrant further discussion during the hiring process. Be sure to focus on job-related, relevant information and avoid making assumptions based solely on online findings.

For more insight and advice, or for a Campbell HR recruiter’s help in hiring, contact us at info@campbell-hr.com.