In-Person Interviews Make a Comeback to Combat AI Fraud

Picture this: You’re interviewing a promising software engineer over video call. Everything seems perfect until you ask them to place their hand in front of their face. Suddenly, they refuse and abruptly end the call.

This isn’t fiction. It happened to Dawid Moczadlo, co-founder of cybersecurity firm Vidoc Security, when he unknowingly interviewed an AI-generated candidate using deepfake technology.

Remote hiring, once celebrated as the future of recruitment, is under siege from sophisticated AI fraud schemes that threaten the integrity of the entire hiring process. What started as isolated incidents has exploded into a full-blown crisis that’s forcing major companies to rethink their approach to talent acquisition.

In this article, you’ll discover how companies like Google, Cisco, and McKinsey are responding to AI fraud, why in-person interviews are making a strategic comeback, and most importantly, how this shift creates new opportunities for authentic job seekers to stand out.

By the end, you’ll understand why the return to face-to-face hiring isn’t a step backward, but a leap forward toward more trustworthy, meaningful employment relationships.

The AI Fraud Crisis Reshaping Hiring

The numbers are staggering. According to research firm Gartner, by 2028, one in four job candidates globally will be fake. We’re not talking about resume embellishments or exaggerated experience. We’re talking about entirely fabricated identities, complete with AI-generated faces, voices, and professional histories.

The threat is real and immediate. As CNBC reports, companies have already fallen victim to sophisticated schemes where imposters use AI tools to fabricate photo IDs, generate employment histories and provide answers during interviews. In one high-profile case, cybersecurity firm KnowBe4 inadvertently hired a North Korean software engineer who used AI to alter a stock photo, combined with a valid but stolen U.S. identity, and got through background checks, including four video interviews.

Types of AI-Powered Hiring Fraud

Today’s fraudsters aren’t working with basic tools. They’re deploying sophisticated AI systems that can fool even experienced hiring managers:

• Deepfake Video Interviews: Using just a static image or video of another person and a few seconds of audio of their voice, scammers can create convincing deepfakes for video interviews. As cybersecurity experts explain, the technology has become so accessible that virtually anyone can create a fake persona with alarming ease.

• AI-Generated Resumes: These aren’t just keyword-stuffed documents. Modern AI creates resumes that perfectly match job descriptions while remaining undetectable to automated screening systems. The resumes include fabricated work experiences tailored to specific company requirements.

• Proxy Interviews: Perhaps most concerning, some fraudsters are conducting interviews as one person, then sending someone entirely different to do the actual work. Companies are increasingly discovering that the person who applied for a job, and accepted the position, is not the same person who shows up for work on the first day.

• Interview Coaching Services: Services like “Interview Coder” charge $60 a month to help software engineers use artificial intelligence to cheat in their technical job interviews. These platforms provide real-time answers during coding challenges and technical assessments.

Interview Guys Tip: Red flags include candidates with facial expressions slightly out of sync with words, reluctance to make spontaneous movements on camera, or responses that sound too perfect for complex technical questions. Trust your instincts if something feels off.

Why Remote Hiring Became Vulnerable

The shift to remote hiring created the perfect storm for fraud. COVID-19 forced companies to abandon in-person interviews almost overnight, but security protocols didn’t evolve at the same pace.

The Technology Gap Created Opportunities

At Google, more than 25% of new code is now written by AI, creating a skills gap that fraudsters exploit. Combined with mass tech layoffs that increased competition and desperation, the stage was set for widespread fraud.

Traditional background checks simply can’t detect stolen identities used with deepfakes. Even sophisticated security startups like Vidoc Security were initially fooled by AI impostors, highlighting how unprepared the industry was for this threat.

The Human Element Got Lost

Remote hiring stripped away the subtle cues that hiring managers rely on to assess candidates. Body language, natural interactions, and spontaneous responses became nearly impossible to evaluate through a screen. This opened the door for AI systems that could simulate human responses without the messy unpredictability of actual humans.

The rise of the hidden job market also meant that many positions were filled through network connections and referrals, making it easier for fraudsters to slip through cracks in the system.

The Corporate Response: In-Person Interviews Return

Major companies aren’t waiting for better technology to solve this problem. They’re going back to basics.

Industry Leaders Setting the Standard

Google CEO Sundar Pichai confirmed in June that the company now requires at least one in-person round for certain roles to verify candidates possess genuine coding skills. This represents a significant shift for a company that had fully embraced remote hiring.

Google, Cisco, and McKinsey have reintroduced in-person interviews to combat AI-assisted cheating in virtual technical assessments. These aren’t just tech companies either. The trend is spreading across industries as organizations realize that face-to-face verification is currently the only foolproof method to ensure candidate authenticity.

The Numbers Tell the Story

The data shows this isn’t just a few companies overreacting. Coda Search/Staffing reports client requests for face-to-face meetings has surged to 30% this year from 5% in 2024. That’s a 500% increase in demand for in-person interviews.

Meanwhile, the threat continues to grow. A Gartner survey of 3,000 job seekers found 6% admitted to interview fraud including having someone else stand in for them, and that’s just the candidates willing to admit it.

Interview Guys Tip: Companies are finding that the cost of flying candidates in for interviews is far less than the potential damage from hiring fraudulent employees who could steal intellectual property, install malware, or funnel money to hostile foreign governments.

After being targeted twice by AI impostors, Vidoc Security completely overhauled their process. Now, potential employees are flown in for a one-day, in-person interview. The company covers travel and pays for a full day of work. It believes the extra cost is worth the peace of mind.

Companies are also discovering unexpected benefits. Mastering AI-powered job interviews becomes irrelevant when you can assess genuine human interaction and problem-solving skills in real-time.

Detection Techniques Companies Are Using

While waiting for technology to catch up, hiring managers are developing practical methods to spot AI fraud.

Simple But Effective Methods

The hand-over-face test that exposed the Vidoc Security fraudster isn’t the only technique. Companies are asking cultural questions about specific locations candidates claim to be from, like asking about favorite local restaurants and cuisine. Faking this knowledge convincingly is nearly impossible for someone who’s never actually lived in that area.

Other red flags include candidates who request laptops be shipped to addresses different from where they claim to live or work, or those who avoid spontaneous requests during interviews.

Advanced Verification Strategies

Companies are implementing multi-layered verification processes:

• Independent Background Verification: Using government databases and payroll records rather than relying solely on provided references
• Live Skill Demonstrations: Real-time coding challenges or technical problems that can’t be pre-scripted
• Reference Verification: Direct phone calls to previous employers, not just email confirmations
• Behavioral Analysis: Looking for patterns in communication style and response timing

Interview Guys Tip: Look for candidates who are overly rehearsed, avoid spontaneous requests, or have LinkedIn profiles with recent creation dates and limited connections at claimed previous employers. Authentic professionals typically have messy, organic online presence that reflects real career progression.

What This Means for Job Seekers

If you’re a legitimate job seeker, this trend is actually great news. Here’s why.

The Legitimate Candidate Advantage

Honest candidates now have a competitive edge as companies prioritize authenticity over polish. While fraudsters rely on AI-generated perfection, real humans bring something irreplaceable: genuine personality, authentic problem-solving approaches, and the ability to think on their feet.

In-person interviews allow you to demonstrate soft skills and cultural fit in ways that video calls simply can’t capture. Your natural reactions, body language, and spontaneous responses become powerful differentiators.

Preparing for the New Reality

Smart job seekers are already adapting to this shift:

• Be Ready to Travel: Even for remote positions, expect to travel for final-round interviews. Companies are budgeting for candidate travel expenses because the cost of verification is minimal compared to the risk of bad hires.

• Prepare for Live Demonstrations: Whether you’re in tech, marketing, design, or any other field, be ready to demonstrate your skills in real-time without AI assistance. This might mean solving problems on a whiteboard, presenting ideas spontaneously, or walking through your thought process out loud.

• Build Genuine Online Presence: Create authentic work samples, maintain consistent professional narratives across platforms, and cultivate real professional references who can speak to your actual contributions.

Getting ready for this new landscape means going back to fundamentals of job interview preparation. The difference is that preparation now focuses on authenticity rather than perfection.

Interview Guys Tip: Practice explaining your work without referring to notes or AI assistance. Be prepared to discuss specific project challenges, your decision-making process, and lessons learned. Genuine stories with authentic details are impossible for AI to replicate convincingly.

The Future of Hybrid Hiring

We’re not returning to the old model entirely. Instead, a new hybrid approach is emerging that combines the efficiency of virtual screening with the security of in-person verification.

The Emerging Model

Initial Screening Virtual: Companies will continue using video calls and automated assessments for early-stage screening. This maintains efficiency while filtering out obviously unqualified candidates.

Technical Assessments in Controlled Environments: Skills testing will move to in-person settings or closely monitored virtual environments where cheating is nearly impossible.

Final Interviews Mandatory In-Person: The final decision-making interviews will require face-to-face interaction to verify authenticity and assess cultural fit.

Remote-Only for Remote Work: Entirely virtual hiring processes will be reserved only for positions that are genuinely 100% remote and don’t require high-security clearance.

Technology Solutions in Development

The industry isn’t standing still. Enhanced identity verification tools, real-time deepfake detection software, and blockchain-based credential verification are all in development. As fraud prevention experts note, defending against sophisticated AI-powered recruitment fraud requires a multi-layered approach that combines technology with human verification. However, these comprehensive solutions are still years away from widespread adoption.

Interview Guys Tip: Smart candidates will embrace this trend rather than resist it. Companies investing in face-to-face verification are likely more committed to building authentic, trustworthy teams. This suggests better workplace culture and more meaningful professional relationships.

This evolution actually builds on the lessons learned from virtual interview optimization. The skills you’ve developed for video interviews translate perfectly to in-person settings, with the added benefit of genuine human connection.

Protecting Yourself as a Job Seeker

While companies develop fraud prevention strategies, you can position yourself as the authentic candidate they’re desperately seeking.

Building Authentic Credentials

Develop Verifiable Work Samples: Create portfolios that demonstrate real work, not AI-generated examples. Include process documentation, before-and-after comparisons, and detailed explanations of your contributions.

Maintain Consistent Professional Narratives: Ensure your LinkedIn, resume, and interview responses tell the same story. Inconsistencies that might have been overlooked before are now red flags.

Cultivate Genuine Professional References: Build relationships with colleagues, managers, and clients who can speak authentically about your work style, contributions, and character.

Interview Preparation Strategies

Practice Explaining Your Work: Be ready to walk through projects in detail, including challenges you faced, decisions you made, and results you achieved. Authentic stories include setbacks and learning experiences, not just successes.

Prepare for Technical Demonstrations: Whatever your field, be ready to demonstrate your skills live. This might mean coding on a whiteboard, creating a marketing strategy in real-time, or solving a business problem on the spot.

Develop Compelling Stories: Prepare authentic anecdotes about your professional journey that showcase your personality, values, and problem-solving approach. These human elements are impossible for AI to replicate convincingly.

Long-term Career Strategy

Focus on Uniquely Human Skills: Develop capabilities that AI cannot replicate, like emotional intelligence, creative problem-solving, leadership, and complex communication. These skills become more valuable as AI handles routine tasks.

Build Authentic Professional Networks: Invest in real relationships with industry peers, mentors, and potential collaborators. These connections provide opportunities that never hit public job boards.

Maintain Transparency: Be honest about your skills, experience, and areas for growth. Authenticity is becoming a competitive advantage as companies prioritize trustworthy team members.

Conclusion

The rise of AI fraud in hiring has forced companies to rediscover the irreplaceable value of face-to-face interactions. While this shift may initially seem inconvenient, it actually represents progress toward more authentic, trustworthy hiring processes.

For legitimate job seekers, this trend creates unprecedented opportunities to stand out. While fraudsters rely on AI-generated perfection, you bring something they can’t fake: genuine human authenticity, real problem-solving skills, and the ability to build meaningful professional relationships.

The companies leading this shift are the ones worth working for. They’re investing in thorough hiring processes because they understand that great teams are built on trust, authenticity, and genuine human connection.

Rather than viewing in-person interviews as a step backward, embrace them as your competitive advantage. In a world increasingly filled with AI-generated noise, your authentic self has never been more valuable.

The future belongs to humans who can prove they’re human. Make sure you’re ready to show up and shine.