How Companies Are Fighting AI Cheating in Job Interviews
654More companies are going back to in-person interviews to catch fake candidates and see who really has the skills. The rise of AI tools like ChatGPT and deepfake technology has made it easier for applicants to cheat during virtual interviews. Some candidates use AI off-camera to answer coding questions or even create deepfake videos to impersonate themselves. As a result, many big firms are shifting away from remote video chats and bringing back face-to-face meetings.
A recent survey from Gartner shows that about 72% of hiring leaders are now conducting more in-person interviews. They do this to better spot fraud and get a true sense of a candidate’s abilities. Candidate fraud means someone pretending to be someone else or having someone else do the interview for them. Companies like Google, Cisco, and McKinsey have all started re-instituting in-person interviews over the past year to combat this issue.
Why Face-to-Face Interviews Are Gaining Ground
Scott McGuckin from Cisco says remote work and AI tech have made it easier than ever for fake candidates to slip through the cracks. Cisco has responded by adding more verification steps, including in-person checks and thorough background screenings. They’ve also trained their recruiters and hiring managers to be more aware of AI misuse. McGuckin mentions that AI can be used in interviews when appropriate, such as during specific technical exercises, but only if explicitly invited by the company.
McKinsey echoes this sentiment, emphasizing that in-person interactions help assess human qualities that AI can’t replicate. They believe face-to-face meetings reveal traits like judgment, empathy, creativity, and connection—things that are crucial in many roles. A McKinsey spokesperson explained that meeting candidates in person not only reduces AI misuse but also shows their human strengths. These qualities are essential for building trust and collaboration with clients.
How Major Tech Companies Are Responding
Google has also become more cautious about AI misuse. The company now bans the use of AI tools during virtual interviews for engineering roles. Their goal is to ensure candidates have the core coding skills needed for the job. Google also encourages candidates to visit their offices early in the process to experience the company culture firsthand—something AI can’t provide.
Joel Wolfe from HiredSupport, a business outsourcing firm, reports a big rise in cheating during interviews. Candidates hiring for tech roles often use AI to answer technical questions, especially when they lack real experience. For example, candidates might pass quizzes on specific tools like Socket.io, a JavaScript library used in web development. But when asked to explain their answers, they stumble or cannot provide details. Wolfe says this is a clear sign they’re relying on AI to cheat. It’s like using a calculator for math tests—obvious and easily caught.
Virtual interviews have become the norm, thanks to remote work and the need for quicker hiring. About 20% of employers in the US and UK now use generative AI tools early in the hiring process. This move is part of a broader shift toward skills-based hiring, which values what candidates can do over their formal degrees. It also opens the door for less experienced applicants to fake their way into jobs with the help of AI.
Using AI Responsibly in Job Searches
AI has many benefits for job seekers and recruiters alike. Its use in the job search process grew over 6% last year. More candidates are using AI to improve their resumes, craft cover letters, and prepare for interviews. ZipRecruiter reports that job seekers who used AI to help their applications received twice as many offers, even though they sent fewer applications overall.
However, experts warn that AI should be used responsibly. Candidates can use AI to brainstorm ideas, refine their skills, or practice questions. But they shouldn’t rely on it to write resumes or scripts for interviews. It’s important to stay honest and human. Recruiters can often tell when someone is parroting AI-generated answers without understanding them.
Gartner’s Emi Chiba notes that many companies suspect at least half of their remote applicants may be using AI to cheat. Still, she highlights that demanding an AI-free process isn’t realistic, especially since workers are expected to be proficient in using these tools on the job. The best approach is clear communication about what’s acceptable and what’s not. In-person interviews are helpful because they make it easier to enforce AI restrictions in real time.
Layered Strategies to Detect Fake Candidates
To really catch fraud, companies need multiple layers of checks. Besides face-to-face interviews, they can use tests, background checks, and ID verification tools. For example, some firms require candidates to take a selfie with their ID to verify their identity and ensure they are physically present. These systems can also track location and device consistency over time, making it harder for candidates to cheat.
Chiba emphasizes that transparency and consistent messaging about AI use are crucial throughout the recruitment process. Employers should set clear rules about where and when AI can be used and explain these expectations upfront. Combining in-person interviews with digital verification methods creates a stronger defense against fake applicants and helps maintain fair hiring standards.
In the end, as AI continues to evolve, companies will need to stay vigilant. They’ll have to balance leveraging AI’s benefits for efficiency while guarding against its misuse. Face-to-face interviews remain a key tool in this fight, helping reveal the genuine human qualities that AI can’t replicate.
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