Research Finds AI Cheating in Recruitment Less Prevalent Than Feared

Concerns over candidates using artificial intelligence to cheat in recruitment processes are largely exaggerated, according to new findings from talent solutions provider Clevry.

While 62% of HR and talent professionals believe that candidates are employing AI to manipulate assessments, only 26% have actually witnessed evidence of such behaviour, highlighting a significant gap between perception and reality.

Alan Redman, chief science officer at Clevry and a work and organisational psychologist, emphasised that the anxiety surrounding AI-driven cheating is not supported by the data. He stated, “There’s a growing perception that AI is fuelling widespread cheating in recruitment, but the reality is far less dramatic. The concern is being driven more by anxiety than actual evidence.”

Redman added, “The industry’s fear of AI-enabled cheating is out of proportion to what’s actually happening. Most of the data we’ve seen suggests prevalence is relatively low, certainly far lower than people assume. Cheating in recruitment isn’t new. AI is just the latest tool people might use, much like asking a friend for help in the past.”

The report, titled The State of AI in Talent Assessments 2026, indicates that risks associated with AI misuse can be mitigated through improved assessment design and straightforward deterrents. Some assessment formats are inherently more resistant to manipulation than others.

Redman further noted, “Getting a job has always been an arms race. As new tools emerge, people will try to use them, but assessment methods evolve just as quickly to keep pace. There is an irony here as the same tools candidates might use to ‘game’ the process are often the skills employers are actively looking for. Being able to use AI effectively, for example structuring information or writing strong prompts, is increasingly a valuable workplace skill and not necessarily something to penalise.”

Claudia Nuttgens, global head of assessment and selection consulting at AMS, commented on the evolving landscape: “We know that some assessment approaches are more susceptible to candidate use of ChatGPT than others and are working with clients to think about how you deter, spot and prevent ChatGPT use where appropriate. To some extent we are also exploring how you allow for candidate use of ChatGPT in new approaches to assessments as using AI is going to become a huge component of many people’s working lives.”

For further details, visit www.clevry.com. The full report is available at https://www.clevry.com/en/the-state-of-ai-in-talent-assessments/.