How AI Can Help Recruiters Detect Fake Job Applicants in 2025

Introduction

The hiring landscape is evolving rapidly—and so are the threats. A new challenge is taking center stage in the recruiting world: fake job applicants.

According to Gartner, by 2028, 1 in 4 job candidates globally will be fake. From AI-generated resumes to impersonation scams, fake applicants are already slipping through traditional processes. But many companies don’t even realize it’s happening—yet.

It’s not just a recruitment problem; it’s a risk to productivity, security, and trust.

The Growing Menace of Fake Applicants

In the past few months, reports have highlighted a surge in fraudulent applications, driven by:

• AI tools generating polished resumes and headshots.
• Fake LinkedIn profiles with convincing career histories.
• Applicants passing multiple hiring rounds undetected.

Some cases are more alarming. For instance, North Korean actors have successfully infiltrated U.S. companies, posing as remote developers, with the intention of stealing IP and funding their regime .

What’s Behind These Fake Applications?

There are multiple motivations behind this phenomenon:

1. Job Brokers: Individuals getting paid to apply on behalf of others.
2. Short-Term Salary Seekers: Candidates who get hired, stay a few months, then vanish.
3. State-Sponsored Espionage: Government-backed actors using employment to gain system access.

These actors often know what to say, what to write, and how to game your system. That’s why resume screening alone—if done manually—can’t keep up.

Spotting the Red Flags During Resume Screening

AI can help detect inconsistencies that would be difficult for human eyes to catch at scale. Some key indicators include:

• Suspicious email domains (e.g., “john1234@gmail.com” instead of a professional address)
• Mismatch between education and job level (Ph.D. applying to junior roles)
• Unrealistic job progression (jumping from intern to VP in 6 months)
• Frequent short stints without explanation
• Overuse of buzzwords with no real evidence or achievements

How Brainner Can Help

With Brainner AI resume screening software, you can automatically flag these red flags in real time.

1. Define Clear Criteria: For each job, you can specify what matters most: relevant industries, minimum experience, specific degrees, or even disqualifying patterns (e.g., tenure under 6 months) or inconsistencies (e.g. Suspicious email domains).
2. Let AI Analyze Resumes at Scale: Brainner scans every incoming resume, looking for alignment with your criteria—and detecting potential risks like profile inconsistencies or unlikely career jumps.
3. Make Data-Driven Hiring Decisions: Instead of wasting time on suspicious applicants, you’ll focus on top talent that fits. And if a strong candidate doesn’t meet a particular point (e.g., slightly less experience), Brainner shows exactly why—giving you full transparency and control.

Beyond AI: Strengthen Your Hiring Process

While AI screening is a strong first filter, combine it with:

• Digital footprint checks (LinkedIn, GitHub, publications)
• Live interviews with behavioral insights
• Reference and ID checks
• Background screening and skill validation

It’s all about layering trust signals.

Final Thoughts

The rise of fake applicants isn’t speculation—it’s already happening. And it’s only going to grow.

But with the right tools and processes, you can detect the risks early, protect your hiring pipeline, and maintain quality at scale.

🚀 Tools like Brainner allow you to move faster and smarter—screening hundreds of resumes in seconds with clear criteria and real-time insights.