If you’ve spent more than a minute or two working in HR, it’s likely you have a nightmare recruitment tale to share.

That’s because, in common with other human-centric practices, hiring is an imprecise science. Individuals who present well on paper or in an interview can turn out to be unqualified or ill-suited for the role for which they’ve applied, or a poor match with your organisation’s culture.

In a worst-case scenario, a nightmare hire can, accidentally or deliberately, inflict significant damage on your operations, damage that can be difficult and expensive to repair.

Good processes and practices can help you find and hire the right people for your vacant roles and integrate them smoothly into your operations.

High-tech hiring hazards

In today’s times, those processes and practices should include mitigation measures for a range of cyber-related risks.

Interviewee impersonation, for starters. For businesses that interview and hire workers remotely, determining whether candidates are bona fide applicants, not bad actors who are intent on infiltrating their systems and data, is becoming tougher and tougher.

Cyber security vendor KnowBe4 recently published a paper detailing its own experience of accidentally hiring a fake employee from North Korea, an individual whose attempts to access the laptop supplied to them in unusual ways soon set alarm bells ringing.

From disguising their IP addresses to using deepfakes to participate in online interviews, there’s a myriad of ways bad actors can harness the power of AI and digital technology to try to gain an “in”.

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Read the full article here.