Artificial intelligence (“AI”) is rapidly transforming every aspect of modern life. From the more common ChatGPT and Google Assistant to various automated research tools, AI is being integrated into education, business operations, and hiring practices. While these technologies bring incredible efficiency and innovation into businesses, they also present new risks—particularly when it comes to recruitment and cybersecurity.
Employers are now facing an unexpected challenge: candidates using AI to enhance—or even falsify—their qualifications in order to get hired. Some are relying on AI to write resumes, answer application questions, or even assist during virtual interviews. In more concerning cases, AI tools could be used for deceptive or harmful purposes once a person gains access to company systems.
So how can employers protect themselves, their teams, and their data in this new hiring landscape?
Scrutinize Resumes for Artificial Enhancement
A resume created or heavily edited by AI often lacks the “human touch.” Language may seem overly polished, overly generic, or inconsistent with the candidate’s real life experience. When reviewing applications, look for discrepancies, unusual phrasing, or skills that seem out of character for the stated work history.
Taking time to verify details—especially for technical or highly regulated roles—can prevent costly hiring mistakes. This review will add to the questions that are necessary to confirm the candidates experience during the actual interview.
Ask Thoughtful, Specific Interview Questions
During the interview process, pay attention to how candidates answer questions. AI-generated responses often sound rehearsed or overly formal, whereas authentic answers tend to include personal experiences and natural pauses.
When possible, compare their interview answers with the tone and detail of their written application. Large differences can be a sign that AI played a role in preparing their materials.
Conduct In-Person Interviews or Assessments
Whenever feasible, hold interviews in person. Meeting face-to-face allows you to observe communication style, confidence, and authenticity in real time—things that can easily be masked behind a computer screen.
If remote interviews are necessary, pay attention to subtle visual cues. For instance, if a candidate frequently looks away from the camera, down at another screen, or reads responses, it could indicate they are being prompted or using AI assistance.
For higher-stakes positions, consider conducting in-person skill assessments or shadowing opportunities. These exercises can reveal how a candidate truly performs under real-world conditions.
Implement Thorough Background and Reference Checks
No matter how impressive an applicant appears on paper or in conversation, always confirm credentials and experience. Contact listed references directly, verify employment history, and run comprehensive background checks. Authenticating information ensures you are hiring someone qualified and trustworthy.
Strengthen Your Cybersecurity Systems
Even with the best hiring practices, vulnerabilities can still exist. Employers should make sure that all IT systems are up to date, secure, and monitored. This includes installing robust firewalls, updating software regularly, and maintaining cyber liability insurance policies to protect the business and the confidential information that is vital to the business operations.
Access to sensitive information should be restricted based on role, and all new hires should be trained on cybersecurity best practices from day one. Implementing training videos or requirements for all new hires to complete before even being in contact with confidential information may be worthwhile to protect the business.
A Balanced Approach to AI
AI offers remarkable benefits—streamlining processes, improving decision-making, and enhancing productivity. However, when there is good, there is also inevitably potential consequences. As our society increases the use of AI, those consequences will be more visible to prevent a negative outcome. Like any tool, AI must be used responsibly. For employers, awareness and vigilance are key. By implementing thorough hiring and security practices, organizations can enjoy the advantages of AI while minimizing its risks.
Staying informed and up-to-date on AI and its uses is the best way for businesses to protect themselves in the future.
About Stephanie Rodin
Stephanie Rodin is a Partner at Mandelbaum Barrett PC, a full-service law firm that has been serving clients since 1930. The firm takes a collaborative and proactive approach to legal counsel, advocating for clients with care, attention, and dedication.
Before joining the firm, Stephanie was the founder and principal of Rodin Legal, P.C., and has been practicing law since 2000. She has dedicated her career to supporting healthcare professionals, drawing on her firsthand experience growing up in a family of medical and dental practitioners.
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