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Unveiling the Catfishing Phenomenon: How AI in Recruitment Redefines Candidate Evaluation

Professional networking has developed significantly in recent years, with platforms like LinkedIn playing a vital role. However, this expansion has also brought forth a concerning phenomenon previously present on various other social media sites—catfishing. LinkedIn, has experienced an increase in catfishing cases, where individuals are able to create misleading profiles. Whilst not always the intention of the individual, the end result can be that it deceives recruiters and employers. The advent of AI tools has further intensified this issue, enabling candidates to instantly alter their CVs to an extreme degree, detached from their actual reality. When combined with the use of avatars, employers face the challenge of failing to truly know the individuals they are potentially recruiting.

Catfishing poses significant implications for businesses, as employers invest substantial time and resources in evaluating candidates, often relying heavily on their digital footprints. However, they may discover that the information they relied upon was deceptive. It is essential to note that, according to a study by the CIPD in 2022, the median cost of recruiting senior managers amounted to £3,000. The ease with which candidates can employ AI to modify their CVs, complete job advertisements, and prepare scripted interview responses increases the risk of wasted recruitment efforts. Furthermore, if a catfishing candidate secures a position, a mismatch can occur between their actual capabilities and the role’s expectations, leading to negative consequences for both the individual and the organisation.

To mitigate the risk of catfishing and gain a deeper understanding of candidates, recruiters are increasingly turning to alternative assessment methods. These methods include assessment centres, Situational Judgment Tests (SJTs), and psychometric testing. Psychometric tests, in particular, offer valuable insights into an individual’s personality traits, cognitive abilities, and work preferences. By utilising objective data instead of relying solely on subjective information from online profiles, recruiters can make more informed decisions about candidates. This approach provides a comprehensive and standardised evaluation process, aiding in identifying the best-fit individuals for specific roles and organisational cultures.

In a world where catfishing is prevalent, candidates must reflect on their authentic selves. Understanding one’s true abilities and motivations enables candidates to align themselves with suitable opportunities and pursue fulfilling career paths. Emphasising authenticity during the recruitment process benefits candidates in finding suitable positions and fosters a more transparent and trustworthy professional environment.

Here at AfterAthena, we partner with Big 5 Assessment, a business that provides an effective way to help you know if you have the right people in the right jobs. AfterAthena has secured access to Big 5 Assessments for our clients including a 20% discount on all of Big 5 Assessment fees. So, if you’re thinking about assessing current staff for development purposes or recruiting new staff, then take advantage of this offer and start for free with their 5x person free trial offer. If you are an AfterAthena client, download the app today for access to Big 5 Assessments.

Please note that this service is not provided by AfterAthena directly and is not regulated by the Solicitors Regulation Authority.