Interview Faking, Deepfakes, and the Future of Hiring in a Remote-First World
In 2007, a study published in the Journal of Applied Psychology examined how often job candidates fake during interviews — and to what extent. Using the Interview Faking Behaviour Scale, researchers broke down faking into four main categories: Slight Image Creation, Extensive Image Creation, Image Protection, and Ingratiation. These were further split into 11 subfactors, including things like Embellishing, Tailoring, Masking, and Omitting.
The results were striking: over 90% of undergraduate job seekers admitted to faking in some way during interviews. That figure may not be shocking on its own, most of us have probably “polished” a few answers here and there, but it becomes more serious when you consider that between 28% and 75% of candidates admitted to faking that closely resembled outright deception.
That was in 2007. Fast forward to today, and the conversation has changed dramatically.
From Interview Faking to AI Deepfakes
Thanks to generative AI, the act of “faking it” in interviews can now go far beyond a well-rehearsed answer. Tools like deepfake video generators, AI voice cloning, and even resume-enhancing bots are raising entirely new concerns for employers.
Whereas previous generations might have stretched the truth about a previous role, we now face the possibility of people applying for jobs using fake identities, faked video calls, and entirely fabricated credentials, all created or enhanced using AI. And while the goal for many is still just to get hired, there’s a growing concern around espionage, both commercial and geopolitical.
This is no longer science fiction, it’s already happening. There have been confirmed reports of remote job applicants using AI-altered videos and outsourced voice actors to pass technical interviews. In some cases, hired candidates were later found to be working under false pretences, raising security and compliance risks.
Remote Work and the Changing Interview Landscape
It’s easy to see how we got here. In a post-Covid world, the number of fully remote roles has exploded. Companies now regularly hire employees they’ve never met in person, with no face-to-face interviews and, in some cases, no in-person contact at all.
That model works brilliantly in many cases. It allows businesses to tap into global talent, offer flexibility, and reduce overhead. But it also creates a new set of challenges:
- How do you verify identity without in-person checks?
- How do you spot faking in a highly rehearsed or AI-supported video call?
- And how do you ensure the person you’re interviewing is the same person doing the work?
What was once a soft-skills problem — a little exaggeration in an interview — is now potentially a cybersecurity issue.
So, What’s the Solution?
There’s no single answer. Going back to in-person interviews isn’t realistic for most modern companies and it doesn’t necessarily solve the problem. But what’s clear is that employers need to start treating the interview process with the same security focus they apply to the rest of their systems.
Here are some approaches being explored:
- Identity verification checks at the application stage
- Multi-step interviews, including real-time assessments
- Using internal platforms for technical tests, rather than pre-recorded submissions
- Greater emphasis on background checks, references, and endpoint security once someone is hired
- Awareness training for HR and hiring managers on AI-enhanced deception
How System Plus Can Help
As part of our work with businesses across East Yorkshire and beyond, we help clients look beyond just hardware and software, and think about how people interact with their systems.
Whether it’s setting up secure onboarding for remote staff, rolling out Microsoft 365 with role-based access, or providing endpoint monitoring for remote workers, we help businesses stay protected in an increasingly digital workplace.
We also offer advice and solutions around identity and access control, policy creation, and compliance all of which play a role in making sure the person logging into your systems is who they say they are.
Final Thoughts
Faking in interviews isn’t new, but the scale, sophistication, and risks involved are evolving fast. From innocent exaggeration to potential security breaches, the line has blurred. With AI now part of the mix, the challenge for businesses is to strike a balance between hiring efficiently and protecting their people, data, and reputation.
At System Plus, we believe that the future of hiring must be a collaboration between smart systems and human judgment. If you’re growing your team remotely and want to stay protected while doing it we’re here to help.
External Sources (A Must Read)
On Interview Faking & Deception
- APA (American Psychological Association) — The truth about lying in job interviews
https://www.apa.org/monitor/2012/06/job-interviews
(Covers faking behaviours and psychological insights in interviews) - Journal of Applied Psychology (DOI reference to original study)
If you want to reference the 2007 study, use this DOI format: https://doi.org/10.1037/0021-9010.92.6.1639
(Original study on interview faking behaviour)
On AI and Deepfake Risks in Recruitment
- MIT Technology Review – Deepfake job interviews are here
https://www.technologyreview.com/2023/01/13/1066567/deepfake-job-interviews-fraud/
(Detailed article about AI impersonation in remote interviews) - FBI Public Service Announcement – Deepfake technology in remote work hiring
https://www.ic3.gov/Media/Y2022/PSA220628
(Cautionary statement about deepfake and stolen identities in interviews)
On Remote Hiring & Verification
- SHRM (Society for Human Resource Management) – Verifying candidates in a virtual world
https://www.shrm.org/hr-today/news/hr-magazine/spring2021/pages/remote-hiring-verification.aspx
(Covers practical ways to verify candidates during remote hiring) - Microsoft – How Microsoft uses secure identity for hybrid work
https://www.microsoft.com/security/blog/2022/05/10/how-microsoft-uses-secure-identity-to-enable-hybrid-work/
(Helpful for linking to endpoint identity and security practices)
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