Employers are trying all sorts of things to combat fraudulent AI use in the recruitment process. There are jobseekers who use chatbots to bluff their way into jobs they\u2019re not capable of, or pay \u201cinterview mules\u201d to complete assessments for them.<\/p>\n
More dangerously, there are hackers who try to get hired with false identities in order to access internal systems, and even remote information technology (IT) workers who turn out to be based in North Korea. The research company Gartner has predicted that one in four candidate profiles worldwide will be fake by 2028.<\/p>\n
All this is leading to a culture clash inside companies<\/a>. The warm and fuzzy realms of human resources (HR) and recruitment are having to learn to work with the suspicious minds of the cybersecurity world.<\/p>\n One example: the HR platform Deel acquired AI cybersecurity company Clarity in August in order to \u201cembed continuous identity security across the entire hiring and workforce life cycle\u201d.<\/p>\n Neev Wilf, who was at Clarity and is now head of product at Deel Security, tells me that \u201cbringing HR and security to the same room is tough\u201d because they \u201chave different interests\u201d. Security teams usually want \u201cevery protection, every feature, all the way\u201d but \u201cat the same time, you have [recruiters] who say \u2018this enhances friction for the candidate\u2019\u201d.<\/p>\n What sort of security checks are we talking about here? Recruitment platform Greenhouse has introduced a system to allow employers to prompt job seekers for ID verification. \u201cSome do it at the top of the funnel, in the beginning of the process, and some do it further down,\u201d Daniel Chait, Greenhouse\u2019s chief executive, tells me.<\/p>\n Clarity, meanwhile, says it uses AI to examine \u201cfacial movements, lip-syncing, eye motions, voice patterns\u201d and other indicators in video interviews, and cross-checks indicators such as \u201cbehavioural, identity, and media patterns\u201d to spot signals of deception.<\/p>\n It sounds like a lot of personal data to be hoovered up in a process that might not even result in a job offer. There is surely the potential, too, for \u201cfalse positives\u201d: for legitimate candidates to be flagged as suspicious and thus denied the chance of getting hired. If a lot of employers start to use the same handful of systems, some unlucky souls might find themselves blocked again and again.<\/p>\n The good news is that the EU\u2019s penchant for regulation has helped pre-empt some of these potential pitfalls. Both the General Data Protection Regulation directive and the European Union AI Act give people protection against being subject to unexplained automated decision-making, for example, especially in high-stakes areas such as recruitment.<\/p>\n![\"\"](\"https:\/\/www.newsbeep.com\/ie\/wp-content\/uploads\/2026\/10\/1792332611_154_1784803479672-9ae96ac7-c636-4bcb-998c-c0aedcc60931.jpeg\"\/)
Microsoft president Brad Smith: Ireland is \u201cwell-positioned for future of AI\u201d<\/p>\n