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With more advanced AI applications , some people can even use deepfakes to pretend to be a person they aren ’ t during a job interview . and contracts of both the primary and secondary employer ,” said Rosser .

“ If someone is working at a competitor business , this could result in financial losses , or the increased risk of trade secrets or confidential data being shared . And it will often lead to a loss of productivity for your business .”

In such cases , he advises the following :

• Revising employee agreements / contracts to use language that restricts ‘ dual employment ’

• Conducting overemployment monitoring checks at point of employment , or ensure your employee screening company is doing so

• Regular screening checks for current employees in specific roles .

What should businesses be doing ?

2 . Manipulation of AI

“ Although the use of AI-generated interviews is an advantage for applicants , it can bring several disadvantages for employers ,” said Rosser . For example , AI platform , ChatGPT , can help jobseekers to craft their CV and help with putting together answers to interview questions in a way that will give them a higher chance of securing a role .

“ The issue here is that this can lead to people being hired when they actually lack the knowledge they need to succeed in the role ,” continues Rosser . “ On top of this , with more advanced AI applications , some people can even use deepfakes to pretend to be a person they aren ’ t during a job interview . This can be exceptionally dangerous for ‘ remote only ’ job roles , where it ’ s even more difficult to identify a fake worker .”

Rosser adds that employers can mitigate the use of AI-generated responses by :

• Utilising AI detection systems

• Considering competency-based interviews

• Being clear to jobseekers how AI can or can ’ t be used during the hiring process .

3 . Dual employment

The COVID-19 pandemic has brought about significant changes in the way we work . Jobs that were once conducted face-to-face have either become fully remote or hybrid , leading to the rise of ‘ dual employment ’.

“ Dual employment is the practice of working two jobs simultaneously and usually breaches workplace rules

There are many other ways hiring fraud occurs , including immigration , qualification and CV fraud – to name a few .

“ Detecting fraudulent applications has become increasingly challenging . However , employers can use several strategies to safeguard their recruitment processes ,” said Rosser .

Reed recently partnered with the Better Hiring Institute , the Prime Minister ’ s Anti-Fraud Champion , and Cifas to launch a free guide : Tackling hiring fraud : the UK ’ s response to a growing problem . This guide contains a useful checklist for human resources directors and chief people officers to ensure their organisation has all the right defences in place .

“ The main challenge at hand for employers is that hiring fraud and available technology to combat it are continuously evolving ,” said Rosser .

“ Outsourcing is not only the easiest way to remedy this , but it ’ s usually the most cost-effective solution too .”

With many UK screening companies now owned by global firms , with less of a focus on the UK context , Rosser says it ’ s becoming more important to choose a UK specialist that ’ s up to date and spearheading future policy , legislation and systems needed in the UK to respond .

“ Technology has enabled criminals to take advantage of traditional recruitment processes . It ’ s time for businesses to get ahead to protect themselves to ensure they don ’ t fall victim to hiring fraud ,” concludes Rosser . p

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