Got five minutes? That’s all it takes to get a breakthrough. In this quick-hit interview with Rebecca Käppeler of KellyOCG breaks down how to wade through the murky waters of this new era of candidate fraud.

HRO Today Association: Employers have always faced some degree of candidate misrepresentation, but advances in technology have transformed both the scale and sophistication of the challenge. What are the biggest shifts you’re seeing today?

Rebecca Käppeler: AI dramatically enhances the speed and scale at which candidates can now alter or enhance credentials and responses. The challenge is that there are simply more ways than ever to trick the system.

Candidates may use AI tools to more convincingly embellish their résumés and cover letters. They can have someone else take their technical assessment for them or even use deepfake video interviews, making it harder to detect inconsistencies. Online diploma mills and false identities add to the risk.

Just a few years ago, candidate fraud was far less sophisticated. Some candidates may have lied about their experience or overstated their skills, but the risks did not change dramatically over time. Today, the companies we work with, whether in an RPO, MSP, or total talent context, are in a position where they must not only detect fraud, but continuously adjust their recruiting process to stay ahead of new tactics.

HROTA: Remote and global hiring have expanded access to talent, but they’ve also introduced new challenges. How has the evolution of virtual recruiting changed the way organisations need to think about candidate authenticity and verification?

Rebecca Käppeler: Remote hiring and virtual recruiting create entirely new challenges over physical, on-site interactions, so traditional verification processes are not enough.

Organisations can’t always rely on in-person identification or local background checks. Identity proofing, interview assessment, and onboarding are often disconnected, which makes it easier for fraud to slip through.

Global and remote hiring opens vast talent pools, but requires more rigorous digital identity checks, cross-border background verification, and continuous monitoring. Video interviews and asynchronous assessments are now common, but so are impersonations and deepfakes.

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