AI, Authenticity and Trust in the Hiring Process

Much of the conversation centred on how AI can be used to streamline hiring processes, improve efficiency, and reduce administrative burden. From automated CV screening to AI-powered video interviewing platforms, new technologies have promised faster decision-making and more scalable talent acquisition models.

This focus has largely positioned AI as a tool for employers and recruiters. Proco Group has previously contributed to this dialogue, notably through its exploration of AI’s potential role in supporting diversity and inclusion in hiring, examining how responsibly deployed technology could help reduce bias and widen access to opportunity. In this context, AI has been viewed as an enabler – augmenting human judgement rather than replacing it.

However, the conversation is now evolving. Increasingly, AI is being adopted on the candidate side of the hiring process, particularly during interviews and assessments. The rapid rise of generative AI, deepfake technology and AI-enabled impersonation presents a new and growing risk to talent credibility and trust within recruitment.

This article examines the implications of these emerging tools and outlines why Proco Group takes a clear position against the use of AI by either candidates or recruiters at any stage of our hiring processes, prioritising authenticity, transparency and human connection in talent evaluation.

The Rise of Candidate-Side AI: Deepfakes and Impersonation Tools

As AI capabilities have matured, a new category of tools has emerged that empowers candidates – intentionally or not – to misrepresent themselves during the hiring process. Far from being hypothetical risks, deepfakes, synthetic identities and AI-enabled impersonation are now among the top threats facing recruiters and HR teams.

Recent research found that 69% of UK hiring leaders view AI-enabled impersonation and deepfake technology as the most sophisticated emerging threats to recruitment integrity: a clear indication that these concerns have moved well beyond the realm of speculation.

These technologies aren’t theoretical vulnerabilities; studies show that deceptive AI use in hiring is already widespread:

• 91% of hiring managers have encountered or suspected AI-generated interview responses during online interviews, with 65 % catching applicants using AI deceptively, such as reading from AI-generated scripts.
• 59% of managers suspect candidates of misusing AI to misrepresent themselves at some stage, with 31% having interviewed someone later confirmed to be using a false identity.
• Predictions from analysts underscore how pervasive the problem could become: Gartner forecasts that by 2028, one in four candidate profiles worldwide may be fabricated using AI or similar technology.

The sophistication of these tools is also increasing rapidly. AI-generated video and voice cloning can allow individuals to impersonate someone else in remote interviews, or to present entirely synthetic candidates that pass initial screening. This level of deception not only undermines the integrity of hiring but poses operational, security and trust risks for organisations that rely on remote and digital recruitment practices.

Proco Group’s Position on AI in Hiring

At Proco Group, our position on AI in recruitment is deliberate and unequivocal: our hiring processes are 100% human.

From sourcing and engaging candidates, to reviewing CVs, arranging interviews and conducting assessments, every stage of the process is led by experienced consultants rather than automated tools or algorithms. We believe that recruitment, at its core, is about people, judgement and relationships – areas where human insight remains irreplaceable.

This is not to dismiss the potential benefits AI can bring to the wider recruitment ecosystem. We recognise that, when used responsibly, AI can offer efficiencies and insights. However, efficiency should never come at the expense of credibility, authenticity or trust. In high-stakes hiring environments, particularly at senior and specialist levels, nuance, context and human discernment matter. In our view, human-led recruitment delivers better outcomes for clients and candidates alike.

Over many years, Proco Group has built a trusted global network of professionals based on long-term relationships and deep market knowledge. This network is fundamental to how we operate, as it enables us to verify experience, assess cultural fit, and present only thoroughly vetted, high-quality candidates to our clients.

We maintain stringent internal and external policies governing the use of AI, which apply to both recruiters and candidates. We also have clear processes in place to identify and challenge any attempt to use AI to misrepresent identity, experience or capability. Our priority is to safeguard the integrity of the hiring process and to ensure our clients engage with real people, presenting real skills, in real conversations.

In an era of rapid technological advancement, Proco Group will continue to champion authenticity, credibility and human judgement in recruitment.

For a conversation about your organisation’s hiring needs, please don’t hesitate to get in touch.