The hiring landscape is undergoing a seismic shift, and recruiters are feeling the pressure. As highlighted by a recent Wall Street Journal podcast, artificial intelligence (AI) is rewriting the rules of job applications—and not always for the better. Tools like ChatGPT and other generative AI platforms are enabling candidates to create perfectly tailored resumes at an unprecedented scale. While this might seem like a win for job seekers, it’s leaving recruiters buried under a deluge of applications and raising questions about authenticity in hiring.
AI tools are transforming the way candidates apply for jobs. They can quickly customize resumes for specific roles, optimize for applicant tracking systems (ATS), and craft compelling narratives—all in a matter of minutes. For recruiters, however, this means a dramatic increase in application volume.
Compounding the problem, recruiters are seeing a growing number of fake candidates. Some lack the skills they claim, while others engage in deceptive practices even if they have the necessary qualifications. Common tactics include:
Once hired, these candidates fail to deliver on their claims, costing companies valuable time, resources, and productivity .
An interesting question raised during the Wall Street Journal podcast was whether companies should allow candidates to use AI tools like ChatGPT during interviews. On one hand, AI is becoming a part of everyday workflows in many industries. Allowing candidates to use it could demonstrate their ability to adapt and leverage new technologies.
On the other hand, relying on AI during interviews might blur the line between authentic skill and external support. How can companies accurately assess a candidate’s real abilities if AI is doing the heavy lifting?
While debates around AI in hiring continue, one thing is clear: recruiters need proactive strategies to address increasingly sophisticated fraud.
Fraudulent candidates are becoming more sophisticated, but recruiters can protect their hiring processes with these strategies:
Fraudulent candidates are becoming more sophisticated, but recruiters have powerful tools to fight back. TurboCheck offers a comprehensive fraud detection toolbox, including digital ID verification, reference checks designed to detect fraud, and government-issued ID verification.
We recommend using digital ID verification immediately after shortlisting candidates to filter out fraudulent applicants early. This saves valuable time and resources. To date, TurboCheck has detected over 200,000 fake candidates, helping companies protect themselves from productivity losses, insider threats, and wasted costs.
For perspective, an IT recruiter earning $75,000 annually (with a 35% burden rate) costs about $1 for every 75 seconds spent on a candidate. The cumulative costs of reviewing resumes, cross-checking information, and conducting interviews add up quickly—TurboCheck reduces these costs by eliminating fraud at the source.
Ready to bolster your fraud prevention strategies? Don’t wait until it’s too late. Schedule a TurboCheck demo today.
Start detecting fraud from day 1.
