Detecting AI-Written Resumes and Candidate Fraud

Generative tools can help applicants edit a resume, translate a cover letter, or prepare for an interview. The presence of AI assistance alone does not establish dishonesty or lack of skill. A concern becomes relevant when a candidate misrepresents identity, credentials, employment history, or work samples. Separate that concern from writing style, accent, disability, or familiarity with a particular interview format for that role. Use the same verification process for similarly situated applicants. Confirm credentials through appropriate sources, ask candidates to explain a work sample, or use a job-related exercise with clear criteria. Do not treat an automated AI-writing detector score as proof: detectors can be wrong and language variation can affect results. When identity verification is necessary, explain what will be checked, limit collection, and provide a route to correct errors or request an accessible alternative. Remote interviews may raise identity questions, including possible proxy attendance or manipulated media. A recruiter should preserve the original evidence, follow a documented escalation process, and avoid accusations based on one visual or vocal artifact. Sensitive checks need legal and privacy review in the relevant location. Keep information restricted to those who need it, record the reason for verification, and let a human reviewer resolve uncertainty. The goal is a fair, job-related assessment with defensible evidence, not catching every person who used a writing tool.