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The new frontline of hiring
Hiring fraud is no longer hypothetical. It’s a real and costly risk. AI-generated resumes, synthetic IDs, and impersonation tactics are advancing faster than traditional hiring controls can detect.
Checkr’s 2025 Hiring Hoax Survey highlights the scale of the problem.
Nearly 6 in 10 hiring managers suspect candidates misrepresent themselves using AI, 62% believe job seekers are now better at faking identity than employers are at spotting it, and almost 25% reported losses over $50,000 in the past year due to hiring or identity fraud.
For CHROs and HR leaders, the solution is clear: Identity verification (IDV) early in the hiring process. It lays the groundwork for trustworthy hiring.
What identity verification does
Identity verification aims to confirm that a candidate is who they claim to be.
Over time, methods have evolved in response to more sophisticated fraud:
Knowledge-Based Authentication (KBA): Verifies identity by asking questions like “What is the name of your pet?” Once popular because it required no physical documents or biometrics, KBA is now easily compromised due to data being easily exposed.
Document-Based Verification: Uses government ID scans with AI-powered OCR, which reads text from images or scanned documents. This method uses document verification, which is stronger than KBA but still vulnerable to high-quality forgeries.
Biometric Verification: The current standard combining ID scans with selfies and liveness checks for the most reliable results.
Legacy methods can’t keep pace with AI-enabled fraud. Biometric IDV, enhanced with AI and liveness detection, reduces risk and saves time across the hiring process.
Why identity verification is more urgent than ever
Hybrid and remote work have made hiring more complex, spanning multiple systems, teams, and digital touchpoints. This fragmentation creates opportunities for fraud, including:
Fake or stolen identities — candidates using another person’s information or synthetic IDs.
Altered or counterfeit documents — falsified diplomas, certifications, or government-issued IDs.
Third-party interview participation — another individual joining or completing interviews on a candidate’s behalf.
AI-generated or fabricated credentials — fake transcripts, reference letters, or verification documents produced by AI tools.
Traditional background checks are an essential part of hiring, confirming a candidate’s history and qualifications. However, they rely on name-based public records and can miss false or stolen identities. IDV works before the background check to confirm the candidate is who they claim to be—so every subsequent step, including the background check, is accurate and trustworthy.
Traditional background checks rely on name-based public records and can miss false identities. IDV closes this gap, confirming candidates’ identities in real time and ensuring hiring decisions are based on accurate information.
The stakes are high: 70% of hiring professionals say hiring fraud is an underestimated financial risk that deserves more leadership attention. For HR leaders, this makes IDV not optional but essential.
Why background checks and I-9s alone aren’t enough
Even fully compliant hiring processes fail if the candidate’s identity is not verified. IDV can help close this gap.
Hiring step | What it verifies | Risk if identity isn’t verified |
Background Checks | Past employment, criminal record, education, etc. | Results are meaningless if the underlying identity is false |
Reference Checks | Performance, behavior, relationships | Insights apply to the wrong person if identity is incorrect |
I-9 / Eligibility Checks | Legal permission to work in the US | Confirms eligibility but not current identity |
Key takeaway: IDV provides a verified foundation for every hiring decision, from interviews to onboarding, helping reduce risk and protect your organization’s workforce integrity. While we recommend using IDV before a background check for optimal results, it can also be used independently—giving you flexibility to apply it wherever it adds the most value.
Integrating IDV across the hiring lifecycle
The most effective identity verification (IDV) programs are embedded throughout the hiring process.
Screening: Authenticate candidates early in the process.
Interviewing: Ensure the person presenting matches the candidate.
Background checks: Confirm candidates’ identity before the background check is ordered.
Onboarding: Confirm the hire starting on Day 1 is the same verified candidate.
Think of IDV as the foundation of the hiring house. Without it, all subsequent steps are vulnerable.
Organizations are already responding. These shifts reflect a move from reactive to proactive defenses. In Checkr’s 2025 Hiring Hoax Survey:
Balancing security with candidate experience
Some leaders worry that IDV will add friction, but candidates are increasingly accustomed to verifying their identity in daily life through banking, travel, or mobile devices. A mobile-first, integrated IDV process can meet these expectations while maintaining efficiency and trust.
However, transparency remains key: In Checkr’s Alignment Advantage Report, 57% of candidates say knowing how AI is used in hiring is very important when deciding whether to apply. A well-designed, mobile-first IDV flow balances speed, trust, and candidate experience, meeting expectations without adding unnecessary friction.
Preparing for the future of fraud in hiring
Hiring processes are increasingly fragmented, spanning recruiting, screening, and onboarding. This fragmentation, combined with AI-assisted tools, creates openings for fraud.
IDV strengthens the entire hiring process by anchoring every step in verified identity. It complements, rather than replaces, background checks and I-9s.
By implementing IDV as part of a layered, end-to-end hiring strategy, organizations can reduce risk, protect brand reputation, and maintain confidence that the person hired is the person who shows up on Day 1.
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