Modern

Recruiter

May 28, 2026

In this issue

Flagging candidate fraud risks

AI and bias in hiring

Balancing caution and trust

Partnering with legal and security

Trust falls (and other hiring problems)

Trust is becoming one of the biggest challenges in modern hiring. According to new Greenhouse data, only 21% of candidates believe employers are using AI responsibly in hiring. At the same time, recruiters are navigating leaner teams, higher application volume and growing pressure to move quickly without sacrificing decision quality.

In this edition of Modern Recruiter, we’re exploring what it actually takes to build hiring processes people can trust – from explainable AI and structured hiring to candidate fraud detection and cross-functional alignment with legal and security.

First, we’re diving into episode 2 of The Modern Recruiter Podcast featuring Senior Director of Talent at Checkr, Cory Jaffe. He breaks down how recruiters can validate authenticity and navigate growing fraud risks without turning the candidate experience into an interrogation. Because in an AI-heavy hiring landscape, trust is quickly becoming the real competitive advantage.

Watch now

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Can AI actually reduce bias in hiring?

Most HR teams are using AI to move faster – but speed alone doesn’t create fairer hiring. New reporting from HR Brew explores how AI can help identify bias and improve consistency in hiring, but only when teams build in clear evaluation criteria, human oversight and explainable decision-making. The takeaway: candidates are more likely to trust hiring processes when they understand how decisions are being made.

Dive in

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Get the guide to candidate fraud

AI-generated resumes. Rehearsed interviews. Identity manipulation. Candidate fraud is becoming more sophisticated – and recruiters are increasingly expected to spot the signals early. This guide breaks down practical ways teams can validate authenticity, including spotting overly polished interview answers, mismatched LinkedIn profiles, repeated interview scripts and inconsistencies across resumes, screening conversations and live interviews before they become larger hiring risks.

See the tips

The Recruiter’s Desk: Balancing caution and trust in hiring

Did you know that companies report losing an average of $28,000 per fraudulent hire? As AI-generated resumes, rehearsed interview responses and identity manipulation become more common, recruiters are under growing pressure to validate authenticity without creating a hiring process that feels overly skeptical or impersonal.

So how do teams balance caution with candidate trust? We pulled together insights from Cory Jaffe from Checkr and Greenhouse TA leader Shannon Castleman on what’s working in practice:

Build trust through explainability: Shannon notes that when recruiters can’t clearly explain why a candidate was advanced or rejected, “trust both on the candidate side and hiring team side” starts to break down. Structured hiring and clearly defined scorecards create more defensible decisions.

Validate without interrogating: Cory Jaffe reminds us that “the vast majority of people applying to roles are real.” Recruiters should focus on thoughtful follow-up questions and consistency across the process – not skeptical interviewing.

Look for patterns, not perfection: Fraud and AI-assisted interviewing often reveal themselves through small inconsistencies. For example, at the application stage, look for resume formatting issues. At screening, look for overly polished answers that lack depth when probed. Get more tips.

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What legal and security need recruiters to know

Hiring with AI requires major alignment between recruiting, legal and security. This webinar is your go-to for how to have those cross-functional convos, with tips like what questions you should ask before choosing a vendor for quick approval.

Watch on demand

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See how Real Talent™ helps teams build more trustworthy hiring

Detect suspicious activity earlier, surface stronger fraud signals and help recruiters make more confident hiring decisions – without adding unnecessary friction.

See the demo

Thank you

Thank you for reading this edition of Modern Recruiter! We’ll see you next time for more must-reads, events and open jobs to keep you updated on the latest news and insights in the industry.

Have questions or suggestions? Reply to this email.

Best,

Micah Gebreyes

Senior Manager, Content Marketing

Greenhouse Software, Inc.
228 Park Ave. S PMB 14744
New York, New York 10003-1502