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AI-Generated Job Seekers: A New Problem for Remote Hiring

March 28, 2025

Kathy Banach

At OTGS, we believe AI can be a powerful tool for productivity and learning, and we even offer ChatGPT subscriptions to our team. But when it comes to hiring, we want to meet the real person behind the resume—not an AI-generated version.

What would you think if a candidate seemed perfect on paper and in conversation—but none of it was real?

AI is changing the hiring process in ways many companies didn’t anticipate. Today, job seekers have access to tools that can generate resumes, assist with interview responses, and even modify video and voice in real time.

The Rise of AI-Powered Tools in the Hiring Process

A quick search online reveals just how many AI-powered tools are available to job seekers. Some use AI to polish their applications, but others go much further.

With AI, you can:

  • Generate a fabricated resume with fake work experience, skills, and certifications
  • Create a fake LinkedIn profile with a fabricated job history and connections
  • Use deepfake technology to present a made-up version of yourself in video interviews
  • Rely on well-structured and coherent AI-generated responses during the interview

These AI-assisted applications aren’t just standalone tools—they work together to create a consistent, convincing narrative. When everything from the resume to the interview aligns perfectly, spotting deception becomes much harder.

What Happens When You Can’t Trust Who You’re Hiring?

It’s easy to think, “So what if someone gets a little help from AI?” But using AI to misrepresent qualifications or change your identity can have serious consequences.

Security Risks

A fake candidate could gain access to sensitive company information, leading to data breaches and insider threats.

Legal Consequences

Misrepresenting qualifications with AI-generated resumes or deepfake interviews can be considered fraud.

Culture and Trust

In remote-first companies like OTGS, trust and authenticity are essential. If AI is doing the talking, how can teams build real connections?

How to Spot AI Cheating in Virtual Interviews

AI tools are making it easier for candidates to fake interviews, but they still leave behind red flags. If something feels off, look out for these four areas:

01. Video and Audio Issues

Blurry edges, flickering, or unnatural lighting

Voice doesn’t match lip movement

Sudden accent shifts or robotic speech  

What to do:

Use a deepfake or AI detection tool, such as Deepware

Ask the candidate to make a specific movement, such as placing a hand in front of their face or turning their head to the side. This may distort the image and reveal the deepfake.

02. Response Quality and Timing

Overly structured or generic answers

Long pauses before answering

Answers don’t match follow-up questions well 

What to do:

Ask open-ended, follow-up questions that require unique responses

Introduce an unexpected topic—AI struggles with real-time adaptability

03. Consistency with Resume and Profile

Struggles to recall specific details about experience

Uses vague statements instead of personal examples 

What to do:

Request specific examples of projects or challenges. AI responses lack personal anecdotes or experiences since they rely on existing data, not real insights.

04. Technical Glitches

Connection issues happen, but do they occur only when the candidate needs to answer complex questions?

What to do:

Ask candidates to turn off all video filters, including background blurs or replacements.

During coding tests or technical assessments, ask the candidate to share their entire screen.

Why Some Job Seekers Turn to AI—and Why They Shouldn’t

Spotting AI-assisted candidates is important, but why are more and more job seekers relying on these tools in the first place?

Some job seekers turn to AI out of fear, not dishonesty. They worry they aren’t good enough or that they’ll fail without AI assistance. AI tools offer a quick fix—polished responses, structured answers, and even help with technical tasks.

But relying on AI to handle an interview can make imposter syndrome worse, not better. AI might help in the interview, but it won’t help on the job. 

That’s why companies need to make sure candidates know that the best way to stand out in an interview isn’t with AI—it’s with authenticity.

We Don’t Hire AI. We Hire People.

At OTGS,  we look for team members who take ownership of their work and are willing to grow. Authenticity, trust, and results align directly with our Leadership Principles. 

If you’re exploring new opportunities, keep this in mind: we don’t hire AI—we hire people. 

Be yourself, take ownership, and focus on results. That’s who we’re looking for.

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