How to protect your business from hiring an AI imposter

A few blogs ago, we shared how “bad characters” are using AI to trick employers and sneak their way into your teams.

AI is only getting smarter and so are the people misusing it (unfortunately). One of the biggest hiring risks we’re seeing are candidates using AI or deceptive methods to present themselves as someone they’re not.

While it’s becoming harder to spot these imposters, there are still clear red flags to watch for and smart recruitment measures you can put in place to protect your business and your team.

Recruitment measures to protect your organisation from hiring AI fakes

Hiring is challenging enough without AI imposters slipping through the cracks.

Having the right systems, checks and expertise can make all the difference between hiring a fraud and securing a great new team member.

1. Run thorough background checks

This is your first line of defence. AI imposters are skilled at producing fake documents (IDs, CVs, qualifications and even work rights) that look real. But thorough checks can expose fakes.

• Use trusted screening providers who are up to date on the latest fraud tactics.
• Verify identity, qualifications, work rights and even address history.
• Don’t rely just on what a candidate provides. Remember: anything handed to you can be faked.

2. Layer your interviews

Having one interview isn’t enough anymore (especially for remote roles). Multiple touchpoints reduce the risk of an AI imposter slipping through.

• Combine online and in-person interviews where possible. For obvious reasons, it’s much harder to maintain a false identity when you meet them in person.
• Use panel interviews. An extra interviewer adds another layer of protection. What one interviewer misses, another might catch.
• Look for consistency. Ask the same question in different ways across different interviews. Genuine candidates will align and imposters may slip up.

3. Verify everything (and then verify again!)

If something feels “off,” trust your instincts and dig deeper. A lot of fraud is exposed simply because someone took the time to double, triple check.

• Ask industry or location specific questions that require current local knowledge. These test whether candidates have genuine, recent experience in the industry or geographic location they claim. Authentic candidates will provide insights about local market conditions, regulatory changes or trends, while imposters will give generic responses or struggle to give specific details.
• Drill into early career experiences and education. Ask about their first job, university projects or mentors, details that are harder to fabricate convincingly. Impostors often focus on crafting recent work history but haven’t developed backstories for their earlier experiences.
• Confirm qualifications directly by contacting universities, training providers or issuing authorities. 
• Check employment history details with public records, LinkedIn connections or industry contacts.
• Call references through the company’s main line instead of using the number provided. Also confirm that the reference really works there.

4. Meet candidates in person

The strongest defence against an AI imposter is simple: meet them in person. It’s still the most reliable way to confirm you’re speaking with the real person behind the CV.

You also have the chance to build genuine rapport and ask spontaneous follow up questions that quickly reveal whether someone’s experience is authentic.

That’s why we continue to prioritise in person interviews wherever possible. It remains one of the most effective ways to really understand our candidates. We get to understand what they can do and also who they are.

Of course, not every role or situation allows for in person meetings. For roles in remote locations, be extra diligent throughout the rest of your recruitment process.

That’s it from us on AI imposters for now, but this space is moving fast, so stay tuned for more. We’ll keep sharing insights as the landscape evolves.

Follow us on LinkedIn for market insights or more tips on how to effectively hire and be hired in today’s fast moving environment. And if you have any questions, you can get in touch with us here.