What a Fake Candidate Profile Is A fake candidate profile is an applicant identity, resume, work history, or even face and voice, that has been fabricated or substantially altered, often with the help of generative AI, to get through a hiring process the real person could not pass on their own merit. It is a […]
Application Fraud Overview Application fraud covers the deceptive tactics used to get a fraudulent application through the door in the first place: fake identities, scripted or bot assisted answers, mismatched contact details, and applications submitted on behalf of someone other than the actual candidate. It sits earlier in the funnel than resume or interview fraud. […]
Resume fraud is the deliberate misrepresentation of a candidate’s qualifications, work history, education, or skills on a job application. It ranges from minor exaggeration, rounding up a job title or stretching a tenure by a few months, to outright fabrication of degrees, employers, and certifications that never existed. What used to be an occasional embellishment […]
Candidate cheating covers any attempt by an applicant to gain an unfair advantage during an interview or assessment, from a quiet second monitor with answers open to a full proxy test taker completing the exercise on someone else’s behalf. It is not a new problem, but the tools available to candidates who want to cheat […]
AI proctoring is technology that monitors a candidate during a remote assessment or interview, using video, audio, and browser activity analysis, to confirm the person taking the test is who they claim to be and that they are completing it honestly, without a human proctor needing to watch the session live. It has moved from […]
Not every impressive candidate is who they claim to be. Candidate fraud covers any attempt by an applicant to misrepresent their identity, credentials, skills, or even their physical presence during the hiring process, and it has moved from an occasional edge case to a mainstream hiring risk. Gartner’s research team has predicted that by 2028, […]
Hiring fraud is any form of deception that enters a company’s recruiting process with the goal of securing a job, an interview outcome, or access the person would not legitimately qualify for. It sits one level above “candidate fraud,” which describes what an individual applicant does, because hiring fraud also covers the systemic gaps, unverified […]
ID Verify, in the broadest sense, refers to any process that confirms a job candidate is genuinely the person they claim to be, matching their face, government issued identification, and application details against each other at key points in the hiring journey. It has become one of the fastest growing categories in recruiting technology for […]
Technical skills assessments have become the foundation of modern engineering hiring. Yet just a few years ago, most technical hiring teams still relied heavily on resumes, recruiter screenings, and live whiteboard interviews to evaluate engineers. While common, these methods were often slow, inconsistent, and prone to favouring candidates who performed well in interviews rather than […]
AI Is Transforming Recruitment. Here’s What HR Leaders Need to Know. Hiring is no longer about speed and scale alone. It’s about precision, experience, and knowing what AI should and shouldn’t decide. On a recent episode of the Talented podcast, host Joseph Cole interviewed Anshu Uppal, an HR transformation leader based in India with two […]
Skills assessments are is often treated as a single step in the hiring process. In reality, they run through the entire hiring workflow. They appear in different forms depending on the hiring stage, the role being evaluated, and the level of hiring risk a team is willing to take. If you look at the broader […]
Why Skills Assessment Has Become a Hiring Priority Hiring teams are not struggling because they lack candidates. They are struggling because traditional hiring signals no longer predict performance reliably enough. A polished resume does not guarantee execution. Strong interview performance does not always translate into strong on-the-job performance. And as hiring volumes grow, these gaps […]
