AI & hiring: A guide to spotting what’s fake

Artificial intelligence has embedded itself into every corner of the hiring process, sometimes as a superpower, and other times as a smokescreen. Over the past 18 months, hiring teams have seen a sharp rise in AI-written resumes, fake LinkedIn profiles, and automated or proxy candidate interactions. Below is a streamlined guide to help hiring managers quickly identify red flags and confidently verify candidates during virtual interviews.

Fake LinkedIn profiles: How to spot the red flags

Fake LinkedIn profiles are exploding—especially in technical fields. What’s new is that entire “talent farms” are now generating polished but fraudulent profiles designed specifically to slip into hiring funnels, often using AI-generated headshots and generic, templated content (Inclusion Cloud).

Here’s how to spot the fakes:

1. Overly perfect headshots. AI-generated portraits often have flawless skin, mismatched shadows, or blurred accessories.
2. Recent account creation with 500+ connections. Fake accounts often build large networks rapidly to appear credible.
3. No comments, posts, or real interactions. Reported frequently in LinkedIn fraud investigations.
4. Work history that doesn’t add up. Unrealistic timelines, senior roles without experience, or companies with no digital footprint.
5. Responsibilities copied from job postings. A common tell of AI-generated or copy-pasted content.
6. Buzzword-heavy “About” sections. Generic language with no specifics about accomplishments or impact.
7. Education that doesn’t align. Masters degrees without preceding Bachelors degrees, inconsistent locations, or vague schooling history.

Verifying candidates: real-time tactics to confirm you’re speaking with a real person

You’ve found a strong candidate—they may have even aced the coding test. Then the interview begins… and suddenly their internet “drops,” and a different person appears on camera. Yes, this has really happened—and cybersecurity experts warn that is now one of the fastest-growing forms of hiring fraud (Daon).

Use these real-life tactics to protect your hiring process:

1. Require video for all remote screenings — non-negotiable. If they refuse to turn on their camera, end or reschedule the interview.
2. Watch their eye movement. Are they looking off-screen, reading from another monitor, or typing as you speak?
3. Use transcription or record the interview (with permission). This lets you compare answers to AI-generated responses if something feels off.
4. Ask probing questions. Look for experiential, step-by-step detail. Fraudulent candidates fall back on vague, overly polished language.
5. Request screen-sharing. Ask them to open their LinkedIn profile – this confirms identity and verifies that the person on video matches the profile photo.

Final thoughts

The hiring landscape is evolving fast, and AI is both a powerful tool and a moving target. Having a partner who understands the nuances makes all the difference. Goldstone Partners brings a human-centered, detail-driven approach backed by smart technology, helping you confidently separate genuine talent from noise. We protect your process, safeguard your time, and ensure every candidate you meet is credible, qualified, and aligned with your organization. When accuracy matters, expertise matters. And that’s where Goldstone Partners comes in.