Remote hiring really grew during lockdowns, and webcams soon replaced conference tables. Recruiters liked the speed, but criminals found this as an opportunity. Today, software can swap a face and voice in real time, turning any bedroom into a convincing office.
The Week surveyed hiring managers across the United States and found that 17% had already questioned at least one artificial applicant. One firm sorting 827 submissions for a software post uncovered about 100 false identities hiding among genuine hopefuls.
Identifi Global described a tech company that welcomed a “senior engineer” who dazzled on camera before faltering at simple tasks on day one. Palo Alto Networks added that even a newcomer can build a realistic fake profile in roughly seventy minutes, proving this threat no longer sits on the horizon—it rings the front doorbell.
Which Signs Expose A Deepfake Applicant?
David Morel, Founder and CEO of Tiger Recruitment gave tips on how to figure out that a candidate is a deepfake… Recruiters first watch how the mouth moves. Audio that drifts away from lip movements often is an obvious sign, especially when the video stream stalls for a split second.
Next comes the hairline, where flickers around ears or glasses betray pixels that computer vision struggles to smooth when the head tilts.
Eyes also give it away, with a vacant stare or frantic blinking looking unnatural during a friendly chat, and this needs closer inspection.
Another thing to look at is interview pace… When small talk questions land, genuine candidates answer at once, yet an impostor may pause while software builds a reply.
David Morel added, “Asking open-ended questions requires the candidate to think and share more about themselves. However, if the candidate hesitates before answering most questions, they might be using technology that takes time to generate a response.”
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What Can Hiring Team Do To Prevent This?
Early identity checks cut risk before the first greeting. A selfie matched against a passport photo in seconds can stop many frauds, The Week reported.
Facial recognition tools now sit inside recruitment portals, so panels can confirm documents without calling external agencies. Recording each session, after consent, lets reviewers replay footage frame by frame and spot glitches missed live, a tactic Palo Alto Networks endorses.
Simple live tests work, too where asking a candidate to do things like turn sideways, read a random line, or pass a hand across the face as it often exposes deepfakes instantly.
For organisations under strict regulation, Identifi Global promotes MeaConnexus. The platform runs real time biometric checks, scans for synthetic artefacts that the human eye cannot spot, and stores an audit file for lawyers and regulators.
In extreme cases, nothing beats an in-person meeting under natural light. The cost of a train ticket pales next to the price of a mistaken hire.
David Morel, said, “Many businesses and recruiters are already using AI tools to streamline the hiring process, which can be helpful.
“But it’s crucial to remember that candidates also have access to AI. If we don’t learn to assess deepfake interviews properly, we risk poor hiring decisions, reputational damage, or even security breaches, especially in sensitive roles. Human connection remains a vital part of recruitment.”
