A clean background check may verify a candidate’s records, but it may not answer a more basic question: Is the person behind the application who they claim to be?

, /PRNewswire/ — As hiring increasingly moves online, employers may be verifying more candidate information without necessarily verifying the person behind it. AI-generated video, stolen personal information, and fabricated credentials can make it more difficult to determine whether the person applying for a position is who they claim to be.

As AI-generated content becomes increasingly convincing, employers face new challenges in verifying that candidates are who they claim to be.

As AI-generated content becomes increasingly convincing, employers face new challenges in verifying that candidates are who they claim to be.

The distinction became clear in one recent incident in which an employer hired two individuals whose identities and references checked out, only to discover that they were using stolen identities and AI-generated video during remote interviews. The firm ultimately sent thousands of dollars in equipment to people who were not who they claimed to be.

“Employers may need to rethink how they verify candidates in a remote hiring environment,” said Nick Gustavson, Co-Founder and President of Corra Group, a background screening and employment services provider. “When an in-person interview isn’t practical, employers can consider additional identity verification steps through a consistent process appropriate to the role. They can also corroborate employment history through independent verification and, where appropriate, supporting documentation such as W-2s, paystubs or even an offer letter. No single step is foolproof, but combining different forms of verification can give employers a more complete picture of the person and qualifications they’re evaluating.”

As AI-generated content becomes increasingly convincing, employers may need to rethink what constitutes sufficient candidate verification. The issue is not that every applicant should be viewed with suspicion. Rather, employers should recognize that a resume, a video interview, and even a clean background check may not tell the entire story.

How Background Screening Can Help

Background screening cannot, by itself, authenticate a person appearing in a video interview or determine whether a video has been manipulated by AI. It can, however, help employers corroborate information provided by candidates and identify discrepancies that warrant further review.

Rather than relying solely on information supplied by a candidate, employers can use screening and verification services to evaluate key elements of a candidate’s identity-related information and background. Employers can also consider additional steps, such as a structured live video follow-up or an appropriate identity verification process, depending on the role and the circumstances. Any supporting documents should be assessed as part of a broader verification process, rather than treated as conclusive proof on their own.

Corra Group provides a range of employment screening and verification services that can help employers substantiate candidate-provided information and potentially identify discrepancies before extending an offer or completing the hiring process.

Depending on the position and the employer’s screening requirements, services may include:

  • Identity-related searches: Social Security number trace services, as well as international ID check services where appropriate.
  • Professional reference checks: Personal outreach to professional references to confirm a candidate’s work history, performance, and professional qualifications.
  • Employment verification: Review of employment history provided by the candidate.
  • Education verification: Confirmation of degrees, attendance, and other academic credentials where applicable.
  • Professional license and certification verification: Review of whether required credentials appear valid and current.
  • Criminal background screening: Searches for applicable criminal records at the county, state, federal, and international level, based on the employer’s screening criteria and applicable law.
  • Additional screening: Depending on the position, employers may also consider motor vehicle records, social media screening, or other relevant screening services.

The goal is not for a background check to identify every deepfake or prevent every form of identity fraud. Rather, screening can provide additional points of comparison when employers evaluate candidate-provided information. When combined with appropriate identity verification and a consistent hiring process, these checks can help employers identify discrepancies that might otherwise go unnoticed.

“The challenge is not simply whether a candidate has a clean record,” Gustavson said. “Employers need to consider whether the information they’re reviewing can be connected to the person they’re actually evaluating. A layered approach helps bring those questions into the hiring process without assuming that any single check can provide every answer.”

About Corra Group

Corra Group is a full-service background screening company that provides background checks and employment screening to clients throughout the United States and around the world. With over 20 years of experience, Corra Group’s goal is to help clients make informed decisions and provide a first-class candidate experience during the hiring process. It is also one of the few companies that will answer the phone. To learn more, visit CorraGroup.com.

SOURCE Corra Group