Companies in the Crosshairs of Fake Applicants

How AI, Deepfakes and Fraud Networks Are Threatening the Recruiting Routine

They appear competent, motivated and perfectly prepared – yet they do not exist. An increasing number of companies are confronted with fake applications that seem convincingly real thanks to the use of artificial intelligence and deepfake technology. According to a Gartner report from April 2025, by 2028, one in four job applications will be at least partially manipulated. What began as a technological gimmick is rapidly developing into a serious risk for IT security, HR processes, and employer brand.

A Threat from the Inbox

"In recent months, we have repeatedly received applications that turned out to be targeted attack attempts – with manipulated PDFs or supposed application links," reports Thomas Hoffmann, Managing Director at Robert Walters. Particularly insidious: many of the files appear to be standard application documents. In reality, however, they are booby-trapped files designed to install malware or infiltrate internal networks. The threat is real – and it often begins with a seemingly harmless click.

Deceptively Real Interviews

Manipulation risks are also increasing in job interviews. "We hear from companies that they conducted video interviews with seemingly perfect candidates – but certain reactions were delayed, and facial expressions appeared unnatural. In the end, it turned out they were deepfakes," Hoffmann explains. The technologies used have become so advanced that even experienced HR professionals struggle to detect deception immediately.

Reputational Damage and Financial Loss

Fake applications not only pose security threats but also impact budgets and efficiency. Especially with pay-per-application models, companies pay for every application – regardless of authenticity.

Moreover, distrust towards genuine applicants is growing, which significantly burdens the candidate experience. "Trust in internal processes must be maintained without placing honest candidates under general suspicion – a delicate balancing act that requires sensitivity," says Hoffmann.

What Companies Should Do Now

• Secure application portals technically (e.g., using captchas, file format filters, antivirus scanners).
• Scrutinise applications with unusually perfect language, generic information or identical phrasing.
• Introduce training for HR teams to identify deepfake technology.
• Implement multi-factor verification in remote application processes.
• Foster close collaboration between HR, IT, and compliance – prevention is a team effort.

Conclusion

The increasing sophistication of fake applications forces companies to rethink recruiting – both technically and culturally. "We are seeing the boundaries between HR and IT security increasingly blur. That’s why companies need clear processes and trained teams to identify and prevent fakes," Hoffmann emphasises. This is the only way to minimise risks without unnecessarily complicating the application process for honest talent. Transparency, caution and digital competence are becoming the new foundation of successful recruitment.

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As an international recruitment consultancy, we’re familiar with the latest developments around AI, deepfakes, and digital application processes – and we know our candidates personally. This ensures companies don’t have to take unnecessary risks. Need support with recruitment? Get in touch – we’re here to help with expertise and verified profiles.