AI use to manipulate hiring rises, integrity concerns grow

The use of artificial intelligence to manipulate hiring assessments and interviews is on the rise, raising concerns about candidate integrity and the reliability of recruitment evaluations, according to a report from recruitment platform HirePro.

The report, titled “Candidate Integrity in Job Assessments and Interviews 2026,” found that cheating in assessments rose to 45 percent in 2025-26 from 32 percent in 2021-22. Interview-related integrity cases also increased to 2.5 percent in FY26 from 1.4 percent in FY22.

Shifting methods of malpractice

The data reveals a significant shift in how candidates engage in malpractice. In assessments, external assistance remains the largest category at 43 percent of cases in 2025-26, down from 55 percent in 2022-23. Mobile and secondary-device usage accounted for 13 percent, identity and visibility issues for 12 percent, AI-assisted cheating for 12 percent, and video or screen manipulation for 9 percent.

AI-assisted cheating was the fastest-growing category, recording 50 percent relative growth in one year. Video manipulation nearly doubled from 2022-23.

In interviews, identity fraud fell from 65 percent of cases in FY23 to 28 percent in 2025-26. Meanwhile, AI-assisted cheating reached 18 percent, device-based cheating 20 percent, reference-based assistance 15 percent, and camera or visibility manipulation 13 percent.

Employers must update evaluation systems

HirePro Chief Operating Officer S Pasupathi said the rise of AI-assisted cheating signals that risks are moving beyond conventional malpractice. “Employers may believe their evaluation systems are cheat-proof, but controls that worked yesterday may not be equipped for the methods candidates can access today,” he said.

Pasupathi added that organizations cannot treat integrity as a one-time verification exercise. Their systems need to remain up to date and stay ahead of emerging forms of malpractice.

Practical implications for HR teams

For HR and recruiting teams, these findings underscore the need to reassess current evaluation methods. Traditional proctoring and identity checks may no longer be sufficient, as candidates increasingly use AI tools and secondary devices to gain an unfair advantage.

Teams should consider incorporating advanced detection technologies, such as AI-powered proctoring that monitors for unusual patterns, and updating interview protocols to include live problem-solving tasks that are harder to fake. However, rules and acceptable practices vary by jurisdiction, so HR professionals should consult local regulations and legal counsel when implementing new monitoring measures.

The report was based on an analysis of an annual sample of around 1 million assessments and 100,000 interviews between FY21 and FY26, supplemented by industry expert input.

Sources: ET CIO