Explore the top five ways companies can stop AI fraud in interviews without damaging the candidate experience.
Abhishek Kaushik
Oct 30, 2025
AI is reshaping hiring. Candidates now have access to tools that can help them answer questions, generate code, or even impersonate themselves with deepfakes. Recruiters worry about fraud, but candidates also worry about being unfairly judged or misunderstood. Striking the right balance requires more than just technology. It requires a philosophy of trust.
Here are five ways companies can stop AI fraud in interviews without damaging the candidate experience:
1. Build Candidate Trust
The first step is not technical - it’s human. Candidates need to understand why AI monitoring exists and what it protects. By openly communicating your commitment to fairness, you show candidates that fraud detection isn’t about suspicion, it’s about trust. Let them know interviews may be recorded, behaviors observed, and AI used for analysis always with respect for their dignity. Candidates who feel informed are less anxious, less resistant, and more engaged.
Confidential user of Sherlock
2. Build Internal Trust
Once candidate trust is built, organizations must also foster internal trust to adopt AI responsibly. Recruiters, hiring managers, and interviewers should be aligned. AI tools are not meant to replace judgment but to support it.
This means:
Training interviewers to engage candidates openly.
Maintaining clear, respectful communication during interviews.
Keeping candidate experience front and center while reducing fraud.
When interviewers model trust, candidates are more comfortable, and AI is seen as an aid, not a threat.
After seeing thousands of interviews, we designed CARE framework to help organizations counter fraud without harming candidate experience. Check this out.
CARE Framework assist Interviews implement Sherlock to counter AI fraud in interviews at the same time keep candidate experience up
CARE : Clarify AI's role at the start
CARE : Assure respect throughout
CARE : Record fraud and anomalies silently using Sherlock
CARE : End Positively with feedback and trust
✅ Result:
Candidates leave the interview thinking:
"They respected me."
"The process was transparent."
"The company promotes fairness."
"AI wasn’t a threatit was a protector."
3. Implement Anti-AI-fraud Tools
After trust is established, companies need the right defenses. Tools like Sherlock can detect misuse of AI and deepfakes during interviews, while keeping the candidate experience alive. The tools must with meeting tools - Teams, Zoom or Google Meet to ensure interviews run smoothly without extra steps. Fraud detection should be seamless, invisible, and accurate.
Here are 12 non-negotiable criteria I suggest using when selecting a tool for this purpose.
12-non negotiable criteria of selecting a vendor to counter AI-fraud in job interviews
4. Ensure Candidate Privacy
Fraud detection should never come at the cost of dignity. The tools you adopt must be lightweight, requiring no invasive installations or complex setup. They should respect privacy, minimize friction, and work in the background without disrupting the candidate’s focus. A respectful approach signals to candidates that you value their time and trust, even while safeguarding your hiring process.
5. Draft AI Philosophy for Interviews
Not all AI use in interviews is fraud. Sometimes, allowing candidates to request or demonstrate AI assistance can reveal how they approach problem-solving with modern tools. Forward-thinking recruiters encourage controlled AI use, then observe how candidates apply it. The key is distinction: misuse to hide skill gaps versus responsible use to enhance work. Tools like Sherlock can provide visibility here, helping assess not just whether AI was used, but how it was used as a predictor of job success.
How Sherlock reports fair use of AI during Interview when Interviewer and Candidates mutually agree
AI is not leaving interviews, it’s already part of them. The question is whether you’ll manage it with trust, transparency, and fairness, or let misuse undermine the process. By balancing candidate dignity with detection, organizations can stop AI fraud without harming experience and even turn it into a measure of future potential.
