Imagine you’re finalizing your decision on a key hire. The candidate is exceptional—impressive background, a polished online presence, and stellar references. Everything checks out online. You’re ready to hire, confident that this person will elevate your team.
But what if none of it is real?
Welcome to the tricky world of synthetic identities—completely fabricated digital personas carefully built from scratch. Unlike identity theft, where criminals use stolen credentials, synthetic identities blend fictitious and real elements into convincing new profiles. For HR teams, especially those hiring for sensitive or senior positions, this emerging risk poses serious questions:
- Can traditional background checks catch these sophisticated fakes?
- Are HR processes robust enough to detect someone whose entire digital history is fabricated?
Let’s dive in and unpack exactly what synthetic identities are—and how HR can realistically identify and manage this growing challenge.
Synthetic Identities 101: What’s the Difference?
Most HR professionals understand typical candidate fraud—someone inflating their skills or credentials or using stolen identity information. Synthetic identities are different. They’re completely made-up people, carefully constructed and cultivated digitally to pass basic screening methods.
A synthetic candidate may have a fully believable LinkedIn profile, complete with credible-seeming work histories, endorsements, connections, and even detailed recommendations. They might appear legitimate enough to pass automated verification checks because their profiles have been constructed specifically to withstand quick, superficial reviews.
The main danger is that synthetic candidates often go unnoticed during standard checks, meaning HR may unwittingly hire a completely fabricated persona into roles with significant access to data, financials, or company strategy.
Why Are Synthetic Identities Harder to Spot?
The tricky part is how convincing these identities are. Here’s why they typically slip past standard HR checks:
- Carefully Crafted Digital Profiles:
Synthetic identities aren’t rushed; fraudsters often spend months creating realistic online personas, complete with social media interactions and seemingly genuine professional recommendations. - Automated Checks Can Fail:
Many automated background checks depend on databases that look for obvious mismatches (like incorrect IDs or Social Security numbers). Synthetic identities usually avoid these flags because their details are deliberately consistent. - Fake but Realistic References:
Fraudsters often set up fake email addresses, websites, or even virtual phone numbers to pose as past employers or references. Quick verification attempts may mistakenly validate these fabricated details.
Simply put, synthetic identities exploit trust gaps in standard hiring processes, relying on HR teams doing quick checks rather than deeper verification.
How Can HR Spot Synthetic Identities?
To effectively catch synthetic identities, HR needs to combine careful human scrutiny with enhanced digital tools. Here’s what you can do practically and realistically:
Look for Digital “Too-Good-To-Be-True” Patterns
Start with a thorough review of digital profiles. Synthetic identities usually feel slightly off, even if everything seems perfect initially. Pay special attention to:
- LinkedIn profiles built very recently but appearing highly active and connected.
- Recommendations or endorsements given in bursts around the same timeframe.
- Digital interactions and social posts that look staged or overly generic.
Dig Deeper into References
Never solely rely on the provided references. Instead:
- Contact previous employers directly via publicly listed company numbers, rather than emails or numbers provided by the candidate.
- Ask highly specific, detailed questions about roles, tasks, and responsibilities—things that are difficult to fake without real experience.
- Verify timelines and roles through independent research rather than relying entirely on candidate-provided documents or contacts.
Use Behavioral Interview Techniques
Synthetic identities often fall apart under detailed, specific questioning because they rely on superficial knowledge. Ask interview questions that require deep knowledge:
- “Walk me through your exact process in achieving at your last company.”
- “Who did you collaborate with on ? Can we speak directly with that person?”
- Industry-specific queries about recent developments, regulatory changes, or industry leaders.
Implement Enhanced Digital Verification Tools
Automated screening platforms and professional verification providers, such as AMS Inform, increasingly leverage advanced digital forensic techniques. These tools can:
- Detect recently created or manipulated social media profiles.
- Identify when candidate photographs or digital assets come from stock image sources or reused across other fake identities.
- Recognize abnormal activity patterns such as rapid accumulation of endorsements or followers.
Enhanced digital verification significantly raises the barrier against synthetic fraudsters.
Continuous Monitoring (Especially for High-Risk Roles)
One-off checks are important, but synthetic identities often unravel over time. For senior roles or positions involving sensitive data, consider periodic post-hire re-verification—particularly during a probationary period. It’s not about mistrust; it’s responsible risk management, ensuring the legitimacy of your critical hires.
Actionable Steps for HR Professionals: A Quick Checklist
To summarize, here’s an actionable, realistic checklist for catching synthetic identities:
- Always independently verify references through direct, publicly available channels.
- Scrutinize digital profiles closely—look for unrealistic perfection or rapid activity bursts.
- Implement detailed behavioral interview questions that reveal practical, real-world experience.
- Utilize advanced digital forensic verification tools that identify synthetic digital activity.
- Consider continuous or post-hire monitoring for critical or high-risk positions.
Final Thoughts: Vigilance is Key
Synthetic identities are sophisticated, but not unbeatable. By combining enhanced human scrutiny with advanced verification tools, HR teams can significantly reduce the risk of hiring fraudulent candidates.
Ultimately, catching a synthetic identity isn’t just about compliance—it’s about protecting your organization’s reputation, financial security, and internal trust. Staying ahead of this challenge means understanding how fraudsters operate and adapting your hiring process accordingly.
Because in today’s digitally complex hiring landscape, the perfect candidate might not always be who they claim to be—but HR, equipped with the right approach, can still confidently distinguish between fact and fiction.
