This is how candidates try to fool HR - \"it's a new level of trickery\"
Jobseekers are using increasingly sophisticated methods to deceive employers. One Polish company, for example, used a deepfake video interview to try to get a non-existent, AI-generated candidate in. Although the case is extreme, the problem is becoming more and more common: HR is also increasingly tasked with filtering out applications that are disconnected from reality.
A fake applicant generated by artificial intelligence almost made it through to the fourth round of a job interview at a Polish company, according to an article in The Register, in which the founder of Vidoc Security Lab tells the story. The aim behind the fake identity was to get an IT position and then blackmail him. Although the case is extreme, the problem is becoming more and more common, says HR expert Attila Katkics, who says it's no longer just video interviews that need to be treated critically, but CVs too.
"Candidates are now routinely using AI: spectacular CVs, templated but good-sounding cover letters can be produced in a few seconds, and some AI applications can even generate answers to interview questions. These would not be a problem in themselves, but if someone uses them unethically or to mask their skills, they can easily be a scam," says Attila Katkics.
Deepfake cases are just the tip of the iceberg
According to the expert, the job of HR professionals today is not only to find the best candidate, but also to filter out those who build their own image from other people's work - or who don't even appear at the interview.
"A few years ago, the biggest lie was when someone claimed to be a pro in Excel but didn't know what colour their icon was. Today we're at the point where someone is manipulating the image of a completely different person in live video. This is a new level of trickery," adds the expert.
When is it ethical to use AI in job search?
Artificial intelligence is now in almost every jobseeker's toolkit - but it's not all about how you use it. HR expert Attila Katkics says there is a clear line to be drawn between ethical, supportive use and deliberate deception.
"It is perfectly acceptable, and may even be useful, for someone to use AI to help them edit their CV, organise their experience or stylistically improve the style of a motivation letter," he explains.
The same is true for interview preparation: if a job seeker uses a chatbot for a mock interview or answers AI-generated questions as practice, it counts as self-improvement. The problem starts when someone memorises the answers verbatim without understanding what they are saying - or when the answer itself doesn't come from them.
"If an applicant's cover letter is so formulaic that it would work with any other applicant's name, it can be suspect. But it is even more problematic if, for example, someone uses someone else's CV or uses someone else's picture in a video interview - this is clearly deception," warns Katkics.
The HR response: attention to detail
Experienced HR people can spot when something is wrong from the smallest signs. For example, it can be suspicious if an applicant's cover letter is so template-like that it would work with any other applicant's name.
"You cannot replace routine. A good HR person looks not just at what is said, but how. He asks questions back, moves the candidate, puts them in unexpected situations and watches their reactions. Because at the end of the day, you're not just hiring the paperwork, you're hiring the person,"
As the deepfake cases proliferate, more and more people are realising:
HR is no longer just about "people skills", it's also about security
.Companies need to be prepared to not only assess candidates - but to screen them.
"Authentication, background checks and personal interaction will become even more important in the coming years," warns Attila Katkics.
image: freepik