The New Reality of Applicant Fraud
Fig 1 — Cost of a Bad Hire
Fraudulent hiring activity can create risks related to exposing confidential company information, security, compliance, and trust. That’s why verifying candidate information and experience is an important part of protecting our people, data, and the business.
Candidate fraud is no longer an occasional challenge in recruiting. Advances in technology have made it easier for individuals to create convincing resumes, online profiles, and interview personas that may not accurately reflect their experience, qualifications, or identity.
At Dexcom, we have seen various cases where candidates misrepresented their experience, identity, or qualifications during the hiring process. When fraud goes undetected, the impact can extend beyond a single hiring decision, creating risks related to security, compliance, team effectiveness, and trust.
Fig 2 — A Fabricated Identity
Generative AI and other digital tools have made it easier to present information that appears credible and professional. This is why we all must continue to focus on validating a candidate’s experience and qualifications.
What has changed is not that some candidates occasionally exaggerate their experience. That has existed for as long as hiring has existed. What has changed is how easily someone can create a polished professional profile using widely available technology. A realistic photo, detailed work history, and convincing interview presence can sometimes be created with surprisingly little effort.
This course is not intended to discourage the appropriate use of AI or other technology. Many qualified candidates use these tools to improve their resumes, prepare for interviews, or organize their thoughts. That alone is not a concern.
Instead, focus on authenticity. Candidates should be able to discuss their experience, explain the work they have done, and speak confidently about the information they have provided. When something does not align, stay curious. Ask follow-up questions, continue gathering information, and avoid jumping to conclusions. There may be legitimate explanations, including nervousness, communication differences, or accommodations that have not been disclosed.
Fig 3 — Most Candidates Are Genuine
Most candidates participate in our hiring process with integrity. Our role is not to investigate candidates, but to validate information, seek clarification when needed, and ensure our hiring decisions are based on a complete and accurate understanding of a candidate’s experience.
The vast majority of candidates engage with the hiring process honestly and professionally. Our goal is not to approach candidates with suspicion. Our responsibility is to make informed hiring decisions by asking thoughtful questions, paying attention to inconsistencies, and escalating concerns when something does not seem right.
The first opportunity to validate a candidate’s experience often comes before any conversation takes place. Let’s examine resumes and applications to understand what deserves a closer look.