As AI-powered tools rapidly integrate into daily workflows, employers in the national security and defense sector face a new and unexpected challenge: detecting whether applicants are using AI to cheat during virtual interviews. With remote hiring here to stay, ensuring the integrity of candidate evaluations—particularly for security-cleared positions—is more critical than ever.
the most common AI-assisted interview cheats
Video interviews were once hailed as the great equalizer—efficient, consistent, and easily scalable. But with generative AI and deepfake tools becoming accessible to even entry-level candidates, the once-secure virtual interview room is increasingly vulnerable.
Here are some of the most common AI-assisted interview cheats.
1. Real-Time Generative AI
Candidates use tools like ChatGPT to answer technical or behavioral questions during live interviews. Sometimes, these answers are subtly fed through hidden prompts on a second monitor.
2. Teleprompter Apps and Browser Extensions
AI-enhanced interview tools like “Final Round AI” project real-time suggested answers on-screen, with candidates merely reading responses rather than offering authentic insight. “Interview Copilot™ offers an all-in-one AI interview helper to help you tackle every hurdle, and keep you prepared and ready to excel, no matter what’s thrown your way,” is noted on their website.
3. Deepfake Video Overlays
I’ve never personally ran into a case this extreme, but individuals *could* use synthetic avatars or manipulated videos to simulate facial movements, allowing someone else to ghost the interview.
4. Voice Modulation and Scripting
Audio-processing software lets users mask accents, alter vocal tone, or speak pre-written, AI-generated scripts that feel unnaturally polished. We kind of saw this coming when we watched Netflix’s Inventing Anna.
Red Flags to Watch For
Recruiters and hiring managers should be trained to recognize the telltale signs of AI manipulation:
1. Lag Between Question and Response
AI tools require a second or two to process and generate responses. Unnatural pauses or repeated “stalling” can indicate prompting.
2. Lack of Eye Contact
Fixed gazes or robotic eye movements may signal the use of a teleprompter or off-camera support.
3. Disjointed Lip Syncing
A mismatch between speech and facial movements could be a red flag for deepfake use or playback from pre-recorded clips.
4. Overly Perfect Answers
If a candidate provides responses that sound rehearsed, too ideal, or lack personal context, they may be relying on external help—or AI.
It’s important to note that just one of these factors does not mean that your candidate is using AI to nail the interview. For example, lack of eye contact alone doesn’t necessarily mean an interview enhancement tool is being used.
Best Practices to Safeguard the Interview Process
For organizations operating in the defense, intelligence, and law enforcement sectors, the consequences of hiring someone based on fraudulent credentials or falsified interviews extend far beyond performance issues. AI cheating in hiring poses a national security risk, especially when the role requires trust, integrity, and access to classified information.
Verifying a candidate’s authenticity is foundational. If AI is answering for them during the interview, what happens when they’re responsible for making real-time decisions in high-stakes environments?
Employers can take proactive steps to secure virtual hiring:
1. Use Verification Tools
Confirm identity with multi-factor authentication and a live ID check at the beginning of the interview.
2. Ask for a Room Sweep
Politely request a 360° camera pan to verify the candidate’s surroundings.
3. Deploy AI Detection Tech
Platforms like BarRaiser and Sherlock now offer real-time monitoring for anomalies in eye movement, audio, and screen behavior.
4. Implement Role-Specific Simulations
Replace generic questions with situational or scenario-based tasks that require on-the-spot reasoning.
5. Conduct Follow-Up Interviews
Introduce a live panel or in-person final round to validate earlier assessments, and ensure your hiring team is checking one, two, or even three professional references for candidates.
6. Add a Disclaimer or Agreement
Ensure applicants are aware of any no AI use policies in your hiring process by being explicit in your communications for best practices.
In a field where trust is not optional but mission-critical, vetting candidates goes beyond reviewing resumes or asking the right questions—it requires knowing who is truly answering. As AI blurs the line between automation and authenticity, ClearanceJobs encourages employers to remain vigilant, informed, and adaptive.
Because in cleared careers, there’s no room for compromise.
