Agencies and organizations across the US and elsewhere are finding it tougher to spot fake job seekers who are using AI to clinch their interviews. But one consultancy says effective vigilance is definitely possible.
As much as the industry talks about the issue, North Koreans are actually expanding the scope and scale of their operations. They continue pretending to be legitimate remote IT workers and infiltrating Western companies to generate precious cash for the isolated regime.
Google Threat Intelligence Group recently said that active operations have been detected in Europe, too, confirming the threat’s expansion beyond the US.
And it’s surely not only the North Koreans using AI to create false job histories, answer interview questions, and even change their appearance.
Well-paid fully remote jobs are eagerly sought globally – also by bad actors in Russia, China, Malaysia and other countries seeking to disguise their identities and locations.
Daily Dot found evidence last year that software companies, primarily in South Asia, are hiring locals to pose as American engineers and tech workers and interview for remote jobs at large, privately owned tech companies. The government of Pakistan promptly blocked the news website.
The rise of AI-generated profiles means that by 2028, globally, one in four job candidates will be fake, according to research and advisory firm Gartner.
Lili Infante, founder of CAT Labs, a digital asset recovery tool, recently told CNBC that the phenomenon is very real. According to her, around 100 “North Korean spies” apply for each new job posting.
The question of whether organizations really know whom they’re hiring is now as important as ever. But TJ Carsten, a senior consultant in data governance, privacy, and protection at US cybersecurity firm Optiv, tells Cybernews that hiring managers can use several ways to identify fake processes.
According to Carsten, they should, for example, require video interviews and then closely watch for signs of AI use.
“Typical indicators are video not matching up with audio, odd blinking patterns, and head and shoulder movements appearing irregular. Look for inconsistencies in behavior and non-verbal cues throughout the interview. Note if these change from baseline over the course of the interview,” said Carsten.
The usual red flags are recently created social media accounts, limited information being shared, small friend groups, and use of generic stock photos.
Besides, hiring managers should look out for vague answers and an inability to give specific details about past job performance and success stories. There might be differences and contradictions between what the candidate says and what is detailed in the resume provided.
“You should use the information included on the candidate’s resume to check for indications that details may be incorrect, don't line up, or are copied from another source,” added Carsten.
“Also, review the trajectory of skill development and career progression to make sure they seem logical. Look for inconsistencies in formatting and language.”
Cross-checking social media is a must. The usual red flags are recently created social media accounts, limited information being shared, small friend groups, and use of generic stock photos.
Finally, according to Carsten, organizations should initiate a thorough pre-employment background to ensure that references to working at prior companies and attending universities are confirmed.
Your email address will not be published. Required fields are markedmarked