Candidate Fraud Detection ·
Module Three · 00.00%

On Camera

Before the interview

Recruiters and hiring managers interact with candidates at different stages of the hiring process. Some conversations take place by phone, others by video, and many candidates will participate in both.

This module explores indicators that may emerge during screening and interview conversations. You’ll review an example to better understand what different members of the hiring team may observe and how to respond when something warrants additional questions.

Fig 1 — The Pause That Never Varies

Pay attention to how candidates respond to follow-up questions, especially when discussing their own experience. If responses seem scripted or unclear, ask additional questions to better understand their role, contributions, and decision-making process.

Many interview indicators come down to one simple question: Does the candidate’s response reflect their own experience and knowledge?

Candidates who have directly performed the work they’re describing can usually explain their experience in different ways, provide specific examples, and answer follow-up questions with confidence. Their responses may not be perfect, but they are typically grounded in real experiences.

Fig 2 — Written, Not Spoken

Well-prepared responses are not a concern on their own. What matters is whether candidates can build on their initial answers, provide relevant examples, and discuss their experience in greater depth when asked follow-up questions.

By contrast, some candidates may struggle when asked to go beyond prepared answers. They may have difficulty providing details, adapting their responses to unexpected questions, or explaining examples included in their application materials.

Fig 3 — The Off-Script Question

One of the most effective ways to learn more about a candidate’s experience is to ask thoughtful follow-up questions. Exploring a project, accomplishment, or challenge in greater detail can provide valuable context without changing the tone of the interview.

One of the most effective techniques is to ask thoughtful follow-up questions. Explore a project listed on the candidate’s résumé, ask for additional context, or build on something they just shared. Candidates who have firsthand experience can usually provide more detail, explain their decision-making, and discuss lessons learned.

Video interviews may also present opportunities to verify consistency. Consider whether the candidate’s appearance, communication style, and background information remain consistent throughout the hiring process and align with the information provided during application and identity verification steps.

It’s important to focus on observable behaviors rather than assumptions. Nervousness, accents, communication differences, unfamiliar technology, disabilities, or interview accommodations can all influence how a candidate presents themselves.

When something seems unusual, avoid jumping to conclusions. Instead, identify the specific observation, ask additional questions, and gather more information before determining whether further review is needed.

Five things to listen for on camera

A candidate’s voice can sometimes provide additional context during an interview, but it should be evaluated alongside the candidate’s responses and overall presentation. When listening to a candidate, consider whether:

  1. The audio quality and environment seem consistent throughout the conversation.
  2. Changes in volume or sound quality align with normal movement or microphone positioning.
  3. Pauses, pacing, and emotional cues appear natural within the flow of conversation.
  4. Background noise remains consistent rather than changing unexpectedly during responses.
  5. The candidate’s communication style, cadence, and level of detail remain consistent throughout the interview process.

No single observation should be treated as evidence of fraud. However, multiple inconsistencies may warrant additional questions or verification.

What Dexcom already asks of you

Dexcom’s hiring guidance includes several simple verification practices that can help address questions early in the process. These steps are intended to support informed hiring decisions and create consistency across the candidate experience.

Consider the following during hiring and onboarding:

On-Camera Verification:
Require all interviews and onboarding sessions to be conducted with video on. Confirm the person matches their ID.
Validate Candidate’s Environment:
Request to see an item on their desk, ask questions about its significance to humanize the interaction.
Ask Project-specific Questions:
Use detailed follow-ups like “How did you set up that infrastructure?” or “Tell me about a roadblock on the project you listed” to expose knowledge gaps.
Query Local Knowledge:
Ask casual questions tied to their claimed location (e.g. “What’s your favorite pizza spot in Chicago?”). Monitor for time zone mismatches or fabricated locations.
Are there any technology/call distractions:
Poor video quality, unusual lighting or back-lighting, voices in the background, or communication that keeps breaking down in ways that are not explained.

Consider the following during post-onboarding – how you can spot remote worker fraud:

Live Participation:
Periodically require staff to be on camera during meetings to confirm the identity of the employee.
Validate Employee’s Environment:
Ask newly onboarded staff to share their Dexcom-issued laptop screen.
Monitor Access Behavior:
Watch for unusual login times, switching locations, or online activity inconsistent with geographical location/time zones.

Watch for Yellow Flags - Be alert to the following:

  • Poor video quality or delays
  • Unusual lighting or back-lighting
  • Background noise or voices in the background
  • Unusual communication challenges

Report suspicious behavior immediately: If something feels off, such as evasiveness, inconsistent communication, or technical gaps, report it immediately to HR or Information Security.

Below is one additional piece of Alex Johnson's file: a video interview. Review the interaction and look for information that may warrant follow-up, clarification, or additional validation.

fig 4 — the same candidate, live

Video Interview

Still from Alex Johnson’s video interview
Click to Inspect
Reviewed

Video Interview — watch the call, then decide how to respond.

Press play on each clip; the caption will read along as it plays.

Introduction The Call Outcome
Interviewer at a desk, 2:15 PM, about to start a video interview
►

Press ► above to hear the introduction — the call unlocks once it finishes.

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Video candidate · Alex Johnson, Senior Backend Engineer applicant

You've noticed several things you'd like to better understand. What's the most appropriate next step?

⚠ Advanced Without Verifying

Chart accessed on an unverified call

The resume and referral were real. The person answering questions on this call may not have been the person who was going to do the job.

◐ Rejected Without Verifying

Caller left without guidance

You avoided the risk without ever verifying it — which means you didn't actually learn anything, and a real candidate may have paid for it.

✓ Correct Sequence

The interviewer documenting what she noticed after the call

The Principle

Notice → Verify → Escalate

In that order. Every time.

The button unlocks when the narrator feedback finishes.

✓ Scenario Complete

You used the correct sequence: Notice, Verify, Escalate.

A résumé, a referral, or a slightly awkward video call are not proof of anything on their own. Most candidates participate honestly in the hiring process, and many observations have reasonable explanations.

When something seems inconsistent or unclear, ask thoughtful follow-up questions and gather more information. Document objective observations, verify what you can, and escalate unresolved concerns through the appropriate process.

Avoid making decisions based on assumptions or intuition alone.

Done unlocks when the debrief finishes.