Only one 26% of the people requesting a job trust that IA will evaluate them fairlyand 52% believe that the AI analyzes the information collected in their requests. This is stated by the consultant Gartner in a survey conducted during the first three months of 2025 to 2,918 candidates for a job.
According to the survey, 32% are concerned that AI could reject their application, and the quarter said they trusted the employers less if they used AI to evaluate their information. In addition, only 50% of the candidates trusted that the positions to which their application to cover were real.
Of course, although employment applicants are concerned that employers use AI, they are taking advantage of this technology in their candidacies. According to another Gartner survey of the late 2024, 39% of the candidates claimed to have used AI in the application process.
Those who did it used to generate text for the curriculum in 54% of the cases, to generate text for the presentation letter by 50%, to generate text for a writing sample in 36%, and to generate text to answer questions during their evaluation in 29% of cases.
Employers do not seem to trust the applicants of the positions they publish, and it is something that seems to have a certain basis. According to Gartner, in a third survey conducted a few weeks ago to 3,000 candidates for a position, 6% claimed to have participated in a fraud in an interview. Either by posing as another person, or making others go through them from an interview. In addition, the consultant provides that by 2028 the letter starts from world candidates profiles will be false.
The existing uncertainty around AI can lead, on the other hand, to the candidates being even more selective when requesting a position. This would already be happening, since in the second quarter of this year only 51% of the candidates accepted a job offer during their most recourse selection process. This is a remarkable fall with respect to the same period of 2023, when 74% of the candidates accepted the last offer.
From Gartner they point out that both to deal with the fraud of candidates and to maintain their trust, companies must count, in the face of human resources management, with a fraud mitigation strategy on several levels, focused on three points: establish clear expectations and communicate the hiring criteria also explaining the candidates how they define the acceptable use of AI, use the evaluation process to discover the fraud and perfect the evaluation methods during the process of selection of candidates.
To do this, recruiters should know how they can detect evasive behaviors. In addition, evaluation tools must include fraud protection measures. For example, interviews in person. In addition, the fact that a company or organization asks for interviews in person makes 62% of candidates more likely to ask for a position in it.
On the other hand, we must bear in mind that fraud prevention must go beyond the initial hiring phase. Employers must focus on the validation of the system instead of individually monitoring candidates. For this, it is necessary to strengthen the background verification, use risk -based data supervision and incorporate various detection tools. Among others, identity verification, as well as anomalies notices in personnel selection systems.
This is because, in a context in which according to Jamie Kohn, Research Director of Gartner HR Practice«It is increasingly difficult for employers to evaluate the true capacities of candidates and, in some cases, their identity. Employers are increasingly concerned about candidate’s fraud«, That«Create cybersecurity risks that can be much more serious than hiring the inadequate person«.
