{"id":4535,"date":"2026-07-09T19:10:45","date_gmt":"2026-07-09T23:10:45","guid":{"rendered":"https:\/\/robertsonandcompany.com\/?p=4535"},"modified":"2026-07-10T16:02:46","modified_gmt":"2026-07-10T20:02:46","slug":"fake-profiles-precision-hiring-and-the-illusion-of-volume","status":"publish","type":"post","link":"https:\/\/robertsonandcompany.com\/en-ca\/fake-profiles-precision-hiring-and-the-illusion-of-volume\/","title":{"rendered":"Fake Profiles, Precision Hiring, and the Illusion of Volume"},"content":{"rendered":"

Over the past few months, I\u2019ve been sitting in on a number of industry sessions and client conversations, and one theme keeps coming up again and again: hiring is getting noisier, not better.<\/span>
\n
\n<\/span>On paper, high applicant volume still looks like a win. More candidates, more choice, better outcomes\u2026 right? I\u2019m not so sure anymore. What I\u2019m seeing\u2014and what many of you are probably experiencing\u2014is that volume without verification is becoming a liability.<\/span>
\n
\n<\/span>We\u2019re now operating in a world where a candidate isn\u2019t just a candidate. They might be real, they might be heavily AI-assisted, or they might not even be who they claim to be.<\/span>
\n
\n<\/span>That\u2019s a very different hiring landscape than even three years ago.<\/span><\/p>\n

The Rise of \u201cToo Good to Be True\u201d<\/span><\/b><\/h4>\n

In one of the sessions I attended, a stat stuck with me: projections suggest that by 2028, as many as 1 in 4 candidate profiles could be fake or materially misleading. <\/span>\u00a0<\/span><\/p>\n

That\u2019s not just resume exaggeration; we\u2019ve always dealt with that. This is different.<\/span>\u00a0<\/span><\/p>\n

We\u2019re talking about:<\/span> \u00a0<\/span><\/p>\n

    \n
  • AI-assisted profiles that are polished beyond reality\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
      \n
    • Candidates who can speak convincingly to work they didn\u2019t do\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
        \n
      • Identity fraud\u2014people interviewing as someone else\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
          \n
        • Coordinated fake candidate schemes designed to get someone on payroll <\/span><\/li>\n<\/ul>\n

          And increasingly, deepfake technology is entering the mix\u2014synthetic video and voice layered into interviews.<\/span>
          \n
          \n<\/span>In another demo I attended, the technology to detect this is already evolving quickly: real-time face and voice verification, behavioral pattern tracking, even systems that can flag when someone is likely asynthetic identity versus a real person. That should tell us something. If detection tools are advancing this quickly, the problem they\u2019re solving is already here.<\/span><\/p>\n

          AI in Recruitment: Helpful, But Not There Yet<\/span><\/b><\/h4>\n

          I\u2019m a big believer in using technology to improve recruiting. I\u2019ve spent years leading teams that implement it.<\/span>\u00a0<\/span><\/p>\n

          But I\u2019ll say this clearly: AI still has a long way to go in recruitment.<\/span><\/p>\n

          Right now, it\u2019s great at:<\/span>\u00a0<\/span><\/p>\n

            \n
          • Speed\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
              \n
            • Pattern recognition\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                \n
              • Surface-level matching\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n

                Where it struggles is where recruiters actually create value:<\/span>\u00a0<\/span><\/p>\n

                  \n
                • Judgement\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                    \n
                  • Context\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                      \n
                    • Depth\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                        \n
                      • Human nuance\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n

                        And that\u2019s exactly where fake or inflated profiles can slip through.<\/span>\u00a0<\/span><\/p>\n

                        AI can help us screen faster\u2014but it doesn\u2019t necessarily help us trust better. In some cases, it\u2019s actually amplifying the problem by making it easier to generate highly convincing candidate profiles.<\/span>\u00a0<\/span><\/p>\n

                        Why Precision Hiring Matters Now<\/span><\/b>\u00a0<\/span><\/h4>\n

                        This is where I think we need to shift our mindset. It\u2019s no longer about <\/span>how many<\/span><\/i> candidates we can process. It\u2019s about <\/span>how precisely<\/span><\/i> we can validate and assess them. Precision hiring, to me, means:<\/span>\u00a0<\/span><\/p>\n

                          \n
                        • Slowing down just enough to verify what matters\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                            \n
                          • Designing processes that surface truth, not just performance\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                              \n
                            • Protecting hiring outcomes\u2014not just filling roles <\/span>
                              \n\u00a0<\/span><\/li>\n<\/ul>\n

                              Because the cost of getting this wrong is real. Even catching a bad hire early can cost tens of thousands of dollars.\u00a0 And beyond cost, there\u2019s risk\u2014access to systems, data, clients.<\/span>\u00a0<\/span>This isn\u2019t just a recruiting problem anymore. It\u2019s a business risk.<\/span><\/p>\n

                              What Recruiters Can Actually Do (Right Now)<\/span><\/b><\/h4>\n

                              The good news is we\u2019re not powerless here. A lot of what works is still rooted in strong recruiting fundamentals\u2014just applied more intentionally. Here are a few practical shifts I\u2019d recommend:<\/span><\/p>\n

                                \n
                              1. Reintroduce Verification Early<\/span><\/b>
                                \nDon\u2019t wait until offer stage. Identity and credibility checks need to happen earlier in the process, especially for remote roles.<\/span>
                                \n\u00a0<\/span><\/li>\n
                              2. Go Deeper, Not Broader in Interviews<\/span><\/b>
                                \nSurface-level questions won\u2019t cut it anymore. Go 3\u20135 layers deep:<\/span><\/li>\n<\/ol>\n
                                  \n
                                • \u201cWalk me through how you did that.\u201d\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                                    \n
                                  • \u201cWhat was the biggest challenge?\u201d\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                                      \n
                                    • \u201cWhat would you do differently?\u201d\u00a0<\/span>
                                      \n<\/span><\/li>\n<\/ul>\n

                                      Fake or AI-assisted candidates tend to break down under depth.<\/span>
                                      \n\u00a0<\/span><\/p>\n

                                        \n
                                      1. Use Live Validation Techniques<\/span><\/b>
                                        \nFor technical roles, lean into:<\/span><\/li>\n<\/ol>\n
                                          \n
                                        • Live coding\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                                            \n
                                          • Whiteboarding\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                                              \n
                                            • Real-time problem solving<\/span><\/li>\n<\/ul>\n

                                              These are much harder to fake than polished take-home assignments.<\/span><\/p>\n

                                                \n
                                              1. Trust (and Train) Your Instincts<\/span><\/b>
                                                \nRecruiters are picking up signals already:<\/span><\/li>\n<\/ol>\n
                                                  \n
                                                • Delayed responses on video\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                                                    \n
                                                  • Inconsistent answers\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                                                      \n
                                                    • Vague explanations <\/span>
                                                      \n\u00a0<\/span><\/li>\n<\/ul>\n

                                                      We need to normalize documenting and escalating these\u2014not ignoring them.<\/span>\u00a0<\/span><\/p>\n

                                                        \n
                                                      1. Build a Simple Fraud Playbook<\/span><\/b>
                                                        \nThis doesn\u2019t need to be complex:<\/span><\/li>\n<\/ol>\n
                                                          \n
                                                        • What are red flags?\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                                                            \n
                                                          • What\u2019s the escalation path?\u00a0<\/span>\u00a0<\/span><\/li>\n<\/ul>\n
                                                              \n
                                                            • Who gets involved <\/span>(Talent Acquisition, Information Technology, legal)<\/span>? <\/span>
                                                              \n\u00a0<\/span><\/li>\n<\/ul>\n

                                                              Organizations that treat this proactively will be ahead of the curve.<\/span><\/p>\n

                                                                \n
                                                              1. Use Technology Thoughtfully<\/span><\/b>
                                                                \nThere are tools emerging to help\u2014resume analysis, metadata checks, even deepfake detection. But the key is this: use tech to support recruiter judgement, not replace it.<\/span><\/li>\n<\/ol>\n

                                                                Final Thought<\/span><\/b><\/h4>\n

                                                                We\u2019re entering a phase where hiring isn\u2019t just about attracting talent\u2014it\u2019s about verifying it.<\/span>\u00a0<\/span><\/p>\n

                                                                Volume used to be a competitive advantage. Now, without precision, it can actually work against us. The recruiters who adapt fastest won\u2019t be the ones who move the quickest.<\/span>\u00a0<\/span><\/p>\n

                                                                They\u2019ll be the ones who learn how to slow down in the right places\u2014and ask better questions.<\/span>\u00a0<\/span><\/p>\n

                                                                \u00a0<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"

                                                                Over the past few months, I\u2019ve been sitting in on a number of industry sessions and client conversations, and one theme keeps coming up again and again: hiring is getting noisier, not better. On paper, high applicant volume still looks like a win. More candidates, more choice, better outcomes\u2026 right? I\u2019m not so sure anymore. […]<\/p>\n","protected":false},"author":7,"featured_media":4109,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[1],"tags":[],"content_type":[38],"class_list":["post-4535","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized-en-ca","content_type-insight"],"acf":[],"yoast_head":"\nFake Profiles, Precision Hiring, and the Illusion of Volume<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/robertsonandcompany.com\/en-ca\/fake-profiles-precision-hiring-and-the-illusion-of-volume\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Fake Profiles, Precision Hiring, and the Illusion of Volume\" \/>\n<meta property=\"og:description\" content=\"Over the past few months, I\u2019ve been sitting in on a number of industry sessions and client conversations, and one theme keeps coming up again and again: hiring is getting noisier, not better. 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On paper, high applicant volume still looks like a win. More candidates, more choice, better outcomes\u2026 right? I\u2019m not so sure anymore. 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