The modern hiring landscape has changed dramatically in a single generation. As internet access, remote work, and digital hiring have become normalized, online assessments reign supreme. While they bring convenience and scalability, an increase in the usage of artificial intelligence and AI agents has created new concerns about fairness and integrity.
The rise of AI has many employers worried about potential dishonesty in the hiring process. From overstated qualifications on resumes to suspiciously strong test performances, organizations increasingly wonder: can we really trust online assessments?
But the reality is more nuanced than a simple “candidates are cheating with AI!” narrative. While technology has made it harder to detect some forms of misconduct, there isn’t necessarily a spike in dishonest behavior. What has changed is the sophistication of the hiring environment itself, where tools like generative AI blur the lines between authentic ability and assisted response.
While most candidates use AI to refine their resumes or improve clarity – not to deceive – recruiters still need reliable methods to ensure that assessments truly measure what they are designed to measure.
The Shift from In-Person to Online Testing
In the past, integrity during testing was a given. A hiring manager might personally hand out assessments, observe candidates, and collect their work. There was a shared sense of presence and accountability: you knew who was taking the test and under what conditions.
As assessments moved online, many of those built-in controls disappeared. Without sharing a physical setting, it’s harder to confirm who’s actually taking the test or whether they’re using outside help. This lack of visibility doesn’t necessarily mean assessments are less valuable, but it does introduce a new variable: trust.
Both assessment validity scales (including flags for inconsistent responses and potential self-enhancement) and proctoring help restore that trust. They act as the virtual counterpart to the physical test room, giving HR teams confidence that every candidate completes their assessment under consistent, fair, and secure conditions.
Upfront Communication is Key to Setting Expectations
One surprisingly robust method for reducing candidates’ AI usage is simply to be upfront with applicants about what your organization considers acceptable use of AI during your hiring process. Clear demarcation between what behaviors are okay and what isn’t sets candidates up for success.
It’s as easy as sending a message out with an assessment invite to each candidate detailing your expectations for AI use during the test, and again when you invite them to an interview.
For example, it’s become commonplace for candidates to use AI to make sure their resume is as perfectly aligned with the job requirements as possible. But if you want to ensure that candidates aren’t using ChatGPT during their assessments or interview to enhance their abilities, be upfront and direct.
Here’s a sample message that could be shared with candidates to make sure they understand and align with your organization’s definition of cheating:
Plus, Criteria assessments are outfitted with built-in protections like question banks, monitor sessions, adaptive testing experiences, and more that help reduce the ability of candidates to cheat.
Want more examples on how to ace interactions with your applicants? Check out the Candidate Comms Toolkit.
How Modern Proctoring Works
For an added layer of security, proctoring (which includes AI analysis) ensures that only genuine candidates are completing assessments. Today’s proctoring technology blends human oversight with advanced automation. It involves:
- Image capture
- Image analysis
- Screen and audio sampling
- Comprehensive reporting
Reliable proctoring does more than catch cheaters. It safeguards the credibility of your entire assessment process from start to finish. By providing a secure, transparent layer of oversight, proctoring protects both employers and candidates from doubt.
What HR Leaders Need to Know About Remote Test Security
For HR decision-makers, remote test security isn’t just about avoiding dishonest applicants, it’s about upholding fairness and consistency across all candidates, no matter where they’re located.
When selecting a test integrity solution, here are key considerations:
- Candidate experience matters: Look for solutions that are unobtrusive. Proctoring should feel like a safeguard, not a surveillance tool.
- Integration with your testing platform: Ensure your proctoring tool fits seamlessly into your current assessment workflows without adding technical friction.
- Flexibility and privacy: A good proctoring system balances security with respect for candidates’ personal space and data protection requirements.
- Scalability: As your hiring volume grows, your proctoring solution should easily scale to accommodate remote applicants anywhere in the world.
Proctoring is a practical way to enhance your testing process and add an extra layer of verification without sacrificing candidate comfort or integrity.
The Bottom Line
While pre-employment tests remain trustworthy, the complexity introduced by remote assessments and AI tools means HR teams must proactively strengthen their security frameworks. Proctoring doesn’t assume candidates are dishonest; it simply ensures that every candidate, regardless of location or resources, is evaluated fairly and authentically.
By adopting clear communication practices and proctoring technology, organizations can confidently preserve test integrity, protect brand reputation, and maintain trust in every hiring decision.
