A growing number of employers across the UK and wider EMEA region are encountering discrepancies in candidate information during recruitment checks as ID fraud and AI use increase.
That’s according to new research from global background screening provider HireRight. The organisation’s 18th annual Global Benchmark Report found that 90 percent of businesses in the EMEA region had discovered inconsistencies during pre-employment screening.
The survey, based on responses from over 1,000 HR, risk and talent acquisition professionals globally, shows that the most common discrepancies were found in employment history (64%) and education records (47%). In addition, 22 percent of employers uncovered unreported criminal convictions through background checks.
The findings come amid growing concern over identity fraud and the increasing use of AI by candidates in job applications. Despite this, many employers are yet to implement robust identity verification processes or develop clear strategies for the use of AI in recruitment.
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Identity fraud on the rise but checks remain patchy
The report notes the continuing threat of identity fraud, with nearly one in five EMEA businesses (19%) having already experienced it. An additional 19 percent said they were unsure whether they had been affected, raising questions over detection capability.
Despite the financial and reputational risks, many companies still do not routinely carry out identity verification as part of their pre-employment screening. According to fraud prevention organisation Cifas, identity fraud costs the UK an estimated £1.8 billion per year, with more than 237,000 cases reported in 2023. Early indicators from Cifas suggest that fraud levels are continuing to increase.
Peter Cleverton, EVP of International at HireRight, said, “With nine out of 10 businesses in EMEA identifying discrepancies during the candidate screening process, it’s clear that the challenges facing employers are intensifying – particularly as both identity fraud and AI-assisted job applications become more prevalent.”
Uncertainty around AI in recruitment
Despite widespread industry attention, many HR professionals remain uncertain about the role of AI in their processes. Globally, almost half of respondents said they were unsure whether AI tools would be adopted for core HR functions during 2025. In EMEA, just 36 percent of organisations said they plan to start or continue using AI in HR this year, while 33 percent remain undecided and 31 percent say they will not use AI tools.
Among those already using AI, the most common applications include candidate selection and CV filtering, onboarding processes and employee training. These same areas are also the top focus for companies planning to introduce AI in the near future.
However, only a small proportion of employers feel confident in detecting AI-generated content in job applications. Just 4 percent of EMEA respondents said they were very confident in identifying when AI tools had been used by candidates, while 29 percent said they had little or no confidence.
Mixed views on AI-generated applications
Employer sentiment around the use of AI by candidates is still evolving. When asked how they feel about AI-assisted applications, 72 percent of EMEA-based HR professionals said they were neutral or unsure. The remaining respondents were equally split between viewing it positively – as a way to identify well-matched candidates more efficiently – and negatively, due to concerns about the potential for misrepresentation.
This uncertainty is prompting calls for more structured approaches to the integration of AI in both recruitment and candidate screening.
Cleverton added, “Our latest Global Benchmark Report highlights the urgent need for organisations to review their screening processes and packages to thoughtfully evaluate how AI is used in both hiring practices and candidate applications. As the landscape evolves, trust, transparency and vigilance will be key to building effective and secure workforces.”
