This is a question HR leaders can no longer afford to skip.
I read a piece in Raconteur this week that I haven’t been able to stop thinking about.
59% of jobseekers are now using AI to write their CVs.
If you're using AI to polish a CV, that's one thing but where it gets concerning is that companies are reporting entirely fake candidates. AI-generated identities, falsified documents and in some cases, people who've been placed and used their access to steal sensitive data from inside an organisation.
71% of HR professionals say they've already received fabricated or misleading candidate information. Only 20% feel confident they'd catch it.
That statistic should make every hiring manager rethink their process.
This is why I will never put a candidate in front of a client without having personally reviewed their CV, met them, and gone through their experience in detail. Anyone can look great on paper and increasingly, anyone can be made to look great on paper.
The answer isn't HR needing to become an AI expert. It's being honest that the hiring process is under more pressure than it's ever been and responding to that by verifying against external data, not just what candidates tell you and asking interview questions that require real, specific knowledge. Something a candidate can't generate or fake their way through.
The recruiters who hold the line on rigorous, human-led vetting aren't being old-fashioned. They're the ones their clients can trust.
That's always been the standard I work to. Now more than ever, it matters.
How confident are you that your current hiring process would catch a fake candidate?
If you aren’t sure, I’d be happy to have a conversation to help.
Warm regards, Liz
