40% Of US Recruiters Interviewed Fake ID Holders: Checkr Report

A Checkr report has found that 40% of US hiring managers have interviewed a candidate later found to be using a fake identity. The figure has risen from 31% in 2025, even as employers step up fraud prevention efforts.

The report, The Hiring Hoax 2026: Fraud Doesn’t End at the Offer, is based on a survey of 3,000 US managers involved in hiring. It found that formal fraud training among HR teams had increased from 17% to 71%. However, only 23% of managers were extremely confident their hiring processes could detect a fraudulent candidate.

The findings point to a gap between employers’ investments in fraud prevention and their confidence in detecting deception. They also suggest that the risk may continue after a candidate joins an organisation.

According to the report, 68% of managers believe candidates are better at using artificial intelligence (AI) to fake their identities than companies are at detecting such fraud. This is up from 62% in 2025. Meanwhile, 60% said AI had made virtual interviews harder to trust, compared with 51% last year.

The risk also extends beyond recruitment. Some 38% of managers suspect a fraudulent employee is already working at their organisation without detection. Yet 63% of organisations focus their fraud prevention efforts primarily on the pre-hire stage. Only 6% prioritise prevention after hiring.

Hiring pressure can also affect scrutiny. The report found that 28% of managers had knowingly advanced a candidate despite suspecting dishonesty because they needed to fill a position quickly. Meanwhile, 65% had uncovered candidates who misrepresented their skills or experience, up from 60% in 2025.

The survey also examined concerns around employees holding multiple jobs. Some 58% of managers believe an employee at their organisation is currently working another full-time job. Another 29% said they had confirmed at least 1 such case.

Employers are increasingly turning to external screening services. The share of organisations using third-party background checks to combat fraud rose from 53% in 2025 to 62%. However, confidence in detecting fraudulent candidates remains low.

“AI is changing the nature of hiring fraud. Employers can no longer assume that a polished resume, a convincing interview or a seemingly valid identity tells the whole story,” said Ilan Frank, chief product officer at Checkr.

He further added that fraud doesn’t end at the offer. Companies need to verify who they’re onboarding and keep earning that trust by protecting their systems and data as employees gain access.

The report highlights the potential risks when employees gain access to company systems, sensitive data and intellectual property. It argues that verification needs to extend beyond initial screening and continue after hiring.

Checkr has also launched its Fraud Detection Suite to help employers identify sophisticated hiring fraud. The product is designed to detect threats such as AI-generated resumes, deepfakes and identity misuse.

Brittany Nguyen, a talent recruitment specialist at Oklo, said she had noticed an increase in AI-generated resumes with similar language, formatting and accomplishments.

While AI can help legitimate candidates, it can also be used to exaggerate qualifications or fabricate work histories, Nguyen said. She added that employers need stronger verification processes to distinguish genuine candidates from fraudulent applicants.