Last week, after a video of a deepfake scammer failing the “three-finger test” went viral, HR magazine asked commentators how to prevent fraudulent use of artificial intelligence (AI) in recruiting.
A scammer used deepfake AI to impersonate another person in a viral video that went widely viral last week.
The video’s unseen narrator was asked to place three fingers in front of his face in an attempt to determine whether the “person” was using deepfake AI, but the scammer was unable to do so.
“This probably happens more often than most people realize,” said Erin Boltz, manager of corporate recruiting for cybersecurity firm Huntress. Human resources department magazine.
Bolz said: “Whether recruiters and recruiters admit it or not, the use of AI in the recruitment and interview process is here to stay, and the technology will only continue to improve.
“It’s up to us to stay educated and train our hiring teams on what to look for.”
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Alan Segal, chief digital technology officer at recruitment agency AMS, said: Human resources department Magazine: “In a world where many talent and HR teams are at risk of being overwhelmed by a high volume of candidate applications, AI offers powerful advantages.
“As AI-generated identities and deepfakes flood the market, when used responsibly and ethically, they can help qualified, high-quality candidates rise to the top.”
Steve Wexler, co-founder of online job site CharityJob, said stories like this are concerning because they highlight how AI is making the hiring process harder for recruiters. Human resources department magazine.
“The pace of technology development only increases concerns,” Wexler said.
“While the three-finger test currently works, it is unlikely to remain effective for long and recruiters will need new ways to verify candidates.”
Companies need to get employee identity monitoring in place, advises Katrin Gaston Penny, human resources director at biotech company Cell & Gene Therapy Catapult.
she said Human resources department The magazine says HR leaders should “work closely with IT and cybersecurity teams to strengthen identity verification mechanisms.”
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Boltz noted that one of the best things HR professionals can do to thwart deepfakes is to have multiple checkpoints throughout the hiring process.
“It’s important to use fraud screening tools when reviewing resumes, conduct video-based interviews at every stage of the hiring process, and most importantly educate your hiring team on what to look for during the candidate interview process and how to spot discrepancies,” Bolz said.
Segal advised HR professionals to consider building multi-signal assessments, such as structured interviews, scenario-based tasks, or recorded responses, which are much harder for bots to imitate.
He added that this is not a one-size-fits-all approach and requires responsible AI to weed out deepfakes and promote people who truly deserve to be at the top.
“While there is no surefire way to prevent deepfakes from entering the interview process, the more steps we can take as a team to prevent deepfakes, the more likely we are to eliminate deepfakes from our organizations,” said Bolz.
