Candidate identity fraud occurs when someone misrepresents who they are during hiring using tactics such as a stolen or synthetic identity, a proxy interviewer, an altered document, or a deepfake.
Identity Solutions|
6 min. read |
9/25/2026
Combating Hiring Fraud With Verified Trust
Brian Anderson
Chief Product and Technology Officer
Key Takeaways
- Candidate misrepresentation is a widespread hiring concern. Forty-five percent of hiring professionals have encountered identity misrepresentation, while 76% report falsified employment information.1
- Early verification can also improve efficiency. Across multiple organizations, conducting identity verification before the background check reduced screening turnaround time by up to 35%.2
- Candidate identity fraud is becoming more sophisticated. The webinar cited a 200% rise in fraud attempts linked to North Korean actors, alongside growing use of synthetic identities, proxy interviews, altered documents, and deepfakes.3
- Layered technology and connected workflows strengthen fraud detection. First Advantage supports document authentication, biometrics, device intelligence, and AI-assisted review, along with 100+ ATS and HCM integrations.4
Insights from the First Advantage webinar
Remote work and technology-driven recruitment are now common, which is one reason identity fraud in the hiring process is a growing challenge. The question is no longer whether fraud will affect your hiring process, but when.
To address these challenges, First Advantage hosted the webinar, “Who Can You Trust? Spotting Candidate Identity Fraud,” featuring Erin Smalley, senior director of product management, and me. Drawing on decades of combined experience in product management, AI technology, and background checking, we shared insights into current fraud trends, practical solutions, and the future of identity verification.
This recap explores the session’s key points and what organizations should consider as they strengthen their hiring processes while supporting a seamless candidate experience.
Identity fraud: A growing threat across industries
I kicked off the session by emphasizing the increasing prevalence of identity fraud across industries and company sizes. Fraud does not discriminate, and I pointed to the impact of remote hiring, complex hiring ecosystems, and evolving threats like deepfakes and AI-driven deception. As hiring accelerates and talent pools grow, these fraudulent tactics are advancing, forcing companies to rethink their approach to identity solutions.
Erin built upon this by referencing alarming statistics, such as a 200% rise in fraud attempts linked to North Korean actors.3 She discussed common fraud techniques, including proxy interviews, synthetic identities, manipulated documents, and deepfake impersonations, which are increasingly difficult to detect. “In a world of identity fraud, remote hiring, and viral reputational risk, trust can no longer be one and done,” Erin cautioned. We challenged attendees to question not just candidates’ identities during interviews, but their ongoing legitimacy throughout employment.
Who Can You Trust? Spotting Candidate Identity Fraud
Why identity verification matters at every stage of hiring
As speakers, we underscored the importance of adopting a multi-layered identity verification approach at multiple stages of the hiring process. According to Erin, this includes:
| Prescreening | Pre-hire | Onboarding | Post-hire |
|---|---|---|---|
| Conducting identity verification early in the recruitment funnel supports engagement with legitimate individuals from the outset. This proactive measure builds a baseline of trust. | Verifying identity alongside background checks provides a thorough approach to reviewing candidate data and guards against errors, whether malicious or accidental. Erin explained, “Introducing identity early prevents risks later while improving the quality of background screening data.” | Before granting credentials or facility access, verifying identity can serve as the final safety check to prevent last-minute fraud attempts. | Erin also advocated for periodic or random identity checks for positions with ongoing access to high-value information or systems, explaining, “This approach checks that the individual you hired remains the same person doing the job.” |
Remote work and hybrid hiring models bring unique challenges. Traditional in-person validation has shifted to tech-enabled screening, with AI-driven solutions playing a key role in detecting fraud. Erin asserted, “Trust must be verified. Taking more proactive approaches to identity verification is now essential.”
Leveraging technology to address sophisticated fraud tactics
As we covered in the webinar, overcoming modern fraud requires modern solutions. I also showcased how AI and biometrics are being harnessed to detect subtle discrepancies that human reviewers may miss. From identifying tampered ID documents to detecting deepfake and proxy interview attempts, these tools are integral to building confidence in hiring practices.
Key technological solutions discussed included:
| Biometric verification | Device intelligence | Document authentication | AI-assisted review |
|---|---|---|---|
| Live facial scans can be compared with submitted identity documents, while liveness checks can help detect presentation attacks or impersonation. | Signals such as geolocation, network proxies, and suspicious IP activity during candidate interactions can help reveal possible fraud attempts. | Automated and expert review can assess identity documents for inconsistencies, tampering, or other signs that a document may not be genuine. | Automated analysis can flag patterns such as mismatched fonts, altered photographs, or inconsistencies across data points for further review. |
Identity verification solutions should also minimize friction for legitimate applicants. Well-designed workflows can complete many steps in the background or through a short, mobile-friendly process. In one First Advantage case study, early identity verification reduced background check processing time by up to 35%, helping accelerate hiring decisions.
Learn more about synthetic identity fraud in hiring
Supporting compliance, privacy, and candidate trust
Identity verification doesn’t stop at fraud detection, as it must also align with privacy regulations and inspire trust at every organizational level. During the webinar, we emphasized the role of cross-functional collaboration in deploying identity technologies effectively, suggesting HR, compliance, legal, and infosec teams should work together early in the process. Wondering who’s accountable for workforce risk in your organization? This article might be a helpful resource.
Erin discussed evolving global regulations surrounding identity verification and biometrics, particularly in states like Illinois and across regions like Canada, the UK, and Australia. She explained that privacy-first approaches, transparency, and consistent communication reassure candidates and avoid unintended pushback.
“Identity verification should be applicable, compliant, and privacy-forward,” Erin stated, highlighting the tailored solutions from First Advantage for unique hiring needs across industries and geographies.
Building resilience against identity fraud
In addressing audience concerns during an interactive Q&A, we reiterated the need for scalable, adaptable systems for combating fraud, suggesting that every hiring vertical, whether high-sensitivity roles or high-volume recruitment, can benefit.
Though fraud evolves quickly, Erin assured attendees that identity-first tools provide a foundational baseline for future checks. “The earlier you build that trusted baseline, the more confident you can be that subsequent steps still validate the same individual.”
We wrapped up the webinar with these actionable takeaways:
- Deploy identity verification early and at key moments. Fraud tactics evolve quickly, so organizations need robust, technology-enabled identity verification solutions.
- Adopt a layered approach. Combine document authentication, biometrics, device intelligence, and risk-based periodic checks to create layered protection.
- Leverage integrations. Use our Workday integration and network of more than 100 integration partners to incorporate identity verification into applicant tracking system workflows.
- Collaborate and educate. Align cross-functional teams for a streamlined technology rollout, and explain the process to candidates to support trust and adoption.
Final thoughts
As identity fraud continues to rise, organizations must evolve their hiring processes with scalable and advanced identity verification solutions. The webinar from First Advantage delivered a compelling roadmap for companies to protect themselves while creating an efficient, trust-centric candidate experience.
Whether you’re considering biometric screening, AI-driven fraud detection, or ATS integrations like Workday, the session underscored the importance of acting fast and early in verification. The pursuit of verified trust is ongoing but achievable, and it starts with proactive, multi-layered safeguards at every hiring stage.
To learn more, connect with First Advantage for customized solutions, or review the webinar recording to dive deeper into practical strategies shared by the experts.
Know your people™
Frequently Asked Questions
What is candidate identity fraud?
When should identity be verified?
Verify identity early to establish a trusted baseline, then confirm it at key stages such as background screening and onboarding. Consider post-hire checks when appropriate and permitted by law.
Does a background check verify identity?
A background check reviews records tied to submitted personal data. Separate identity verification helps confirm that the person providing that data is the individual being hired.
What is biometric verification?
Biometric verification compares a live facial image with an identity document and may use a liveness check to help confirm the applicant is a real person presenting their own document.
Table of Contents
- Insights from the First Advantage webinar
- Identity fraud: A growing threat across industries
- Why identity verification matters at every stage of hiring
- Leveraging technology to address sophisticated fraud tactics
- Supporting compliance, privacy, and candidate trust
- Building resilience against identity fraud
- Final thoughts
About First Advantage
Along the candidate journey HR teams choose First Advantage for consistent screening, fast verifications, and support of compliance regulations.
- 200M screens annually
- 1B+ records in proprietary databases
- 200+ countries and territories
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Sources:
1 2026 Global Workforce Trends, First Advantage
2 Accelerating hiring with early Identity Verification
3 “Who Can You Trust? Spotting Candidate Identity Fraud,” webinar Aug. 31, 2026, First Advantage
4 First Advantage as of 12/31/2025
This content is offered for informational purposes only. First Advantage is not a law firm, and this content does not, and is not intended to, constitute legal advice. Information in this may not constitute the most up-to-date legal or other information.
Readers of this content should contact their own legal advisors concerning for their particular circumstance. No reader, or user of this content, should act or refrain from acting on the basis of information in this content. Only your individual attorney or legal advisor can provide assurances that the information contained herein – and your interpretation of it – is applicable or appropriate to your particular situation. Use of, and access to, this content does not create an attorney-client relationship between the reader, or user of this presentation and First Advantage.
