How to Report Interview Fraud Risk to Your CHRO and Audit Teams Without Creating Panic

TL;DR

Interview fraud is no longer occasional or anecdotal.
It is:

• Measurable

• Trend-based

• Preventable with the correct controls

The CHRO and audit teams do not want:

• Technical detail

• Candidate-level accusations

• Emotional narratives

They want:

• Risk levels over time

• Signal detection trends

• Policy control effectiveness

• Operational confidence that exposure is decreasing

Your job is to convert raw proctoring signals into leadership-ready integrity metrics.

Why Reporting Interview Fraud Matters

If hiring fraud is not measured:

• It gets normalized

• Managers become inconsistent in enforcement

• Talent quality becomes unpredictable

• Audit exposure increases across regions

Interview integrity is not just a security concern.
It is a quality of hire and ethics concern.

The Four Signals That Matter to Leadership

Do not report:

• Face detection alerts

• Tab-switch counts

• Webcam anomalies

• Audio waveform irregularities

These overwhelm and confuse.

Report these four leadership-grade metrics instead.

These are simple, explainable, trending, and defensible.

How to Calculate Each Metric

1. Verified Identity Rate

Verified Identity Sessions / Total Interview Sessions

If this is below 95 percent, impersonation risk is high.

2. Environment Trust Score

Weighted index of:

• Background consistency

• Multi-face detection

• Audio conversation fingerprints

• Screen-share behavior

Score should be presented as:

High Trust / Medium Trust / Low Trust

Avoid raw numbers. Executives need classification, not telemetry.

3. Real-Time Knowledge Signal

Measure:

• Ability to explain decision reasoning

• Ability to adapt solutions when constraints change

• Ability to answer non-scripted follow-ups

Record outcome as:

Demonstrated reasoning depth
Did not demonstrate reasoning depth

This metric correlates strongly with quality of hire.

4. Fraud Intervention Incidents

Count interviews that required:

• Re-verification

• Re-interviewing

• Case review

• Compliance documentation

Do not report to managers at candidate level.
Only report aggregate exposure trend.

Quarter 1: 3 incidents
Quarter 2: 5 incidents
Quarter 3: 2 incidents

This tells the CHRO:

• Risk direction

• Policy effectiveness

• Regional or role hotspots

How to Present the Metrics to CHRO and Audit

Use this narrative format:

Objective:
Ensure hiring integrity without slowing down hiring velocity.

Current Integrity Score:
Stable / Improving / Needs Attention

Key Trend:
Interview fraud attempts increased among [role or region], but detection and intervention prevented risk from entering hiring pipeline.

Decision Request:
Maintain current controls / Add targeted training / Expand identity verification to additional roles

This keeps discussion:

• Strategic

• Calm

• Forward-moving

Reporting Cadence

You are not reporting incidents.
You are reporting risk maturity over time.

Example Slide Titles (Copy-Paste for QBR Deck)

• Interview Integrity: Current State and Trend

• Identity and Authenticity Controls Overview

• Real-Time Knowledge Demonstration Outcomes

• Fraud Intervention Trend and Region Distribution

• Recommended Next Controls to Reduce Risk Further

Short. Specific. Actionable.

Conclusion

Reporting interview integrity is not about proving fraud.
It is about proving control strength.

When you show:

• Verified identities

• Trusted environments

• Real-time reasoning

• Declining intervention incidents

You send a signal:

Our hiring process is disciplined, consistent, and resilient.

This builds:

• CHRO confidence

• Audit confidence

• Leadership trust in talent quality