Employment fraud happens whenever someone deliberately deceives an employer, or is deceived by one, somewhere in the hiring or employment relationship. In the HR and talent acquisition context, that usually means a candidate misrepresenting their identity, credentials, work history, or skills to get a job they would not otherwise qualify for. This is a different […]
Remote hiring fraud happens when a candidate deceives an employer, an interview panel, or a hiring platform in order to get hired for a job they are not qualified for, not legally eligible for, or never intend to actually do themselves. It covers everything from a single candidate exaggerating their skills on a video call […]
Recruitment fraud is any act of deception carried out during the hiring process, and it cuts two ways. Job seekers are targeted by fake recruiters running scams under a real company’s name, and employers are targeted by fraudulent job seekers, impersonators, and sometimes their own staff who exploit weak points in the hiring pipeline. Most […]
A recruiter screens a promising resume, runs a smooth video interview, and moves a candidate to offer, only to find out weeks later that the person who showed up on day one is not the person who interviewed. This is not a rare edge case anymore. Fake candidate profiles, built from stolen identities, AI written […]
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 […]
Candidate fraud detection is the process of identifying job applicants who misrepresent their identity, credentials, skills, or interview performance in order to get hired. It covers everything from a resume that overstates a degree to a fully staged video interview run by someone other than the actual applicant. As remote and hybrid hiring has become […]
Hiring fraud used to mean an exaggerated resume or a borrowed reference. In 2026 it means AI generated interview answers, deepfake video calls, stolen identities used to pass background checks, and fraud rings that place the same fake candidate into multiple companies at once. Hiring fraud prevention is the set of policies, checks, and technologies […]
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 […]
