In the IT industry, ensuring authenticity during the hiring process is critical due to the prevalence of fake candidates and proxy interviews where someone else answers on behalf of the candidate. Here is a comprehensive guide to help identify these fraudulent practices.
What Are Fake and Proxy Interviews?
- Fake Interview: A scenario where the interview or job application involves false information such as fabricated resumes, unverified credentials, or impersonation using AI tools.
- Proxy Interview: When an expert other than the candidate attends and answers the interview questions, either physically or remotely, while the candidate pretends to respond.
How to Identify Fake Interviews and Candidates
1. Profile and Resume Red Flags
- Inconsistent employment history: Gaps, overlapping dates, or unverifiable employers.
- Vague job descriptions: Generic or overly broad descriptions with no specific achievements.
- Social media discrepancies: Mismatches between online profiles (e.g., LinkedIn) and resume details.
- Suspicious LinkedIn profiles: Profiles created recently, few connections, or generic profile photos.
- Exaggerated or unrealistic skill sets: Candidates listing every possible technology without focus.
- Unprofessional communication: Poor email etiquette, spelling errors, or inconsistent correspondence.
2. Interview Behavior Indicators
- Delayed responses or overthinking: Candidates might be waiting for someone else to provide answers.
- Inability to discuss specific projects or technical details: Fake candidates avoid deep explanations or personalized stories.
- Scripted or robotic answers: Lack of spontaneity, personal opinions or emotional connection.
- Mismatch in voice or communication style compared to earlier interaction: Different voice between phone screening and video interview.
- Avoidance of casual or unexpected questions: Fake candidates struggle with off-script questions like personal interests or experiences.
3. Verification Techniques
- Ask for specific project details: Inquire about what the candidate contributed, challenges faced, and technologies used.
- Test technical depth: Pose advanced, scenario-based questions relevant to the job.
- Cross-check references and online presence: Verify references independently and review LinkedIn/activity for inconsistencies.
How to Detect Proxy Interviews
Signs of Proxy or Suspicious Interview Situations
- Face and lip movement out of sync with audio: Indicates possible voice dubbing or someone else speaking.
- Candidate’s face not clearly visible: Poor lighting, camera angles hiding mouth or face.
- Long or unnatural pauses before answering: Candidate might be receiving off-screen help.
- Rapid shifts in technical ability during live coding: Suggests someone else controlling the screen intermittently.
- Multiple cursors or unusual software icons on screen: Signs of remote control tools being used.
- Sudden changes in body language or voice tone: Inconsistencies during the conversation.
Preventive Measures
- Mandate video interviews via desktop/laptop: Require clear visibility and frontal camera setup.
- Capture identity verification: Take screenshots with permission, match candidate appearance to official documents.
- Use behavioral and technical AI proctoring: Track eye and head movements, analyze response timing and content consistency.
- Ask personal and educational background questions early: Simple questions such as graduation year and college details reveal genuine familiarity.
- Pose unexpected or deeper follow-up questions: For example, ask the candidate to explain concepts like technical limitations or debugging experiences.
- Monitor for external communication devices: Earpieces or mobile devices used during live interviews.
Sample Questions to Expose Fake or Proxy Candidates
| Question | Reason for Effectiveness | What to Observe |
| “What’s your favorite programming language and why?” | Requires personal opinion, hard to fake | Watch for generic vs. personal anecdotes |
| “Tell me about a challenging project and how you solved problems.” | Reveals detailed, genuine experience | Fake candidates tend to give broad or vague answers |
| “Explain a concept to a beginner.” | Tests true understanding | Proxies struggle with real-time explanation |
| “What mistake did you make recently, and how did you fix it?” | Shows self-awareness and problem-solving | Fake candidates cannot recall authentic experiences |
| Off-script question like, “What’s the last book you read?” | Reveals spontaneity | Fake candidates may ignore or give scripted answers |
Summary Checklist for Interviewers
- Verify company and recruiter legitimacy before interviews.
- Use video interviews with identity checks.
- Observe audio and video sync closely.
- Ask personalized and technical follow-up questions.
- Validate resume claims with detailed project discussions.
- Cross-check references and social media.
- Look for behavior inconsistencies or unusual pauses.
- Use AI tools for monitoring and behavioral analysis where feasible.
By combining these practical steps with vigilance, IT hiring teams can effectively identify fake or proxy interviews, protecting their talent pipeline from fraudulent candidates.
