Concerns that candidates are using artificial intelligence to cheat their way through recruitment processes may be exaggerated, according to new research, with many employers seeing little direct evidence of misuse.
The findings suggest a gap between perception and reality, as hiring teams grapple with how to manage the growing presence of AI tools in job applications and assessments.
Research from Clevry, a talent assessment and hiring solutions provider, found that while 62 percent of HR and talent professionals believe candidates are using AI to cheat, only 26 percent said they had actually seen evidence of applicants manipulating results.
The data points to rising anxiety around AI in hiring, even as its real-world impact appears more limited.
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Perception outpaces evidence
Alan Redman, chief science officer at Clevry, said fears about AI misuse were being driven more by concern than by what employers are seeing in practice. “There’s a growing perception that AI is fuelling widespread cheating in recruitment, but the reality is far less dramatic.”
He said the scale of the issue has been overstated. “The industry’s fear of AI-enabled cheating is out of proportion to what’s actually happening.
“Cheating in recruitment isn’t new. AI is just the latest tool people might use, much like asking a friend for help in the past.”
Rise of AI reshaping recruitment practices
The findings come as employers rapidly adopt AI across recruitment, from CV screening to interview preparation and assessment design.
Previous industry data suggests that a large majority of recruiters now use AI to handle applications or speed up hiring, reflecting growing pressure to manage high volumes of candidates.
At the same time, jobseekers are increasingly turning to tools such as ChatGPT to draft applications, prepare for interviews and structure responses, raising questions about fairness and authenticity.
But experts say the focus should not be on banning AI outright, but on adapting hiring processes to reflect how work is changing.
Redman said the use of AI may even reflect skills employers value. “There is an irony here as the same tools candidates might use to ‘game’ the process are often the skills employers are actively looking for.”
He said the ability to use AI was becoming a workplace skill in its own right.
“Being able to use AI effectively, for example structuring information or writing strong prompts, is increasingly a valuable workplace skill and not necessarily something to penalise.”
Assessment design under scrutiny
The report suggests that the risk of manipulation depends heavily on how assessments are designed, with some formats more vulnerable than others.
Claudia Nuttgens, global head of assessment and selection consulting at recruitment firm AMS, said organisations were already reviewing their approach.
“We know that some assessment approaches are more susceptible to candidate use of ChatGPT than others and are working with clients to think about how you deter, spot and prevent ChatGPT use where appropriate.”
She said employers were also considering how AI might be incorporated into hiring rather than excluded entirely.
“To some extent, we are also exploring how you allow for candidate use of ChatGPT in new approaches to assessments as using AI is going to become a huge component of many people’s working lives.”
Balancing fairness with changing skills
The debate reflects a broader tension in recruitment, as employers try to balance fairness, efficiency and relevance in a labour market increasingly shaped by technology.
While AI can streamline hiring and reduce administrative burden, it also challenges traditional ideas of candidate evaluation, particularly in areas such as written tasks and knowledge-based assessments.
Experts say that rather than focusing solely on preventing misuse, employers should prioritise designing processes that assess real capability, including how candidates use tools available to them.
As AI becomes more embedded in both work and hiring, the focus is likely to move from detection to adaptation, with organisations expected to evolve their approach to assessment in line with the changing nature of skills.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
