• Add your business news
  • Privacy Statement
  • Cookie Policy
Recruitmenttech.com
  • Home
  • Latest
  • Demo_Day 2021 – REPLAY
    • Register to watch replayFREE
    • Program
    • Partners
    • Speakers
    • Frequently Asked Question (F.A.Q.)
  • Events calendar
    • Add an event
  • Subscribe to the email update
No Result
View All Result
  • Home
  • Latest
  • Demo_Day 2021 – REPLAY
    • Register to watch replayFREE
    • Program
    • Partners
    • Speakers
    • Frequently Asked Question (F.A.Q.)
  • Events calendar
    • Add an event
  • Subscribe to the email update
No Result
View All Result
Recruitmenttech.com
No Result
View All Result
Home In practice

The rise of deepfake technology: Opportunity or threat to recruitment?

May 17, 2021
in In practice, Technology, Trends
Reading Time: 4min read
143
Share on LinkedInShare on FacebookShare on TwitterShare on WhatsappShare via email

We are used to technology evolving rapidly and coming up with new and surprising updates and solutions. Many recruiters and sourcers love artificial intelligence (AI) because it makes the job easier and improves the candidate experience. But whether the same is true for deepfake technology….

What is deepfake?

Have you seen Barack Obama call Donald Trump a “complete dipshit,” or Mark Zuckerberg brag about having “total control over the stolen data of billions of people“, or witnessed Jon Snow’s touching apology before the end of Game of Thrones? Answer yes and you’ve seen a deepfake. Deepfakes, the 21st century’s answer to Photoshopping, use a form of artificial intelligence called deep learning to create images of fake events, hence the name deepfake. Modern generative AI software can create this. These systems create new digital content such as images, videos, texts, human voices and other audio recordings. If you want to put new or different words in a politician’s mouth or star in your favorite movie, then it’s time to create a deepfake. The most famous deepfakes are where the face of one person is swapped with that of another.

Influencing

As is true for any technology, artificial intelligence (AI)-driven generative techniques can also be abused. Expert Jarno Duursma describes it in his blog as follows: ‘The application can be used in many ways, manipulating opinions, blackmailing people or damaging reputations. We are entering an online era where we can no longer trust our eyes and ears.’ A significant danger, for example, is the circulation of videos showing politicians saying things they did not say.

It is not only politically speaking that deepfakes can pose dangers. Bart Jacobs, Professor of Computer Security at Radboud University Nijmegen, mentions another example to NPO Radio 1. “Suppose Elon Musk puts a video online in which he says he is going to invest in a certain area – or wants to stop. Then the stock markets can go in any direction. I read recently that some $40 billion in stock market value is lost annually because of such fake messages.” In addition, it is important to realize that deepfakes do not have to be just images: in late 2019, financial company fraud was perpetrated with a cloned director’s voice, successfully ordering a transaction of around 220,000 euros.

Deepfakes and recruitment

But what about deepfakes within recruitment? Imagine that a person, who has been rejected after an interview for a job with a certain organization, wants to get back at the CEO and launches a fake video showing his face. It may sound a bit far-fetched, but this video could hurt your company brand or the personal brand of every person involved in the process. We asked two experts in the field of video recruitment for their opinions.

Limited opportunity

Walter Hueber, CEO of video recruitment software Cammio: “I don’t think deepfake in recruitment is really an issue at the moment. The chance that a candidate will use deepfake in an automated or live interview is very limited, because eventually you will meet in real life anyway. Then there is little point in pretending to be someone else during the application process. And if you do want to do that as a candidate, you will still have to prepare yourself for the questions. In terms of content, it is still a valid interview.”

“One risk, however, could be that someone enters a selection procedure with your identitet with the aim of damaging you in the interview,” Hueber continues. “This person will then first have to make an impression with the application to get to the interview. That is, of course, a very cumbersome way to harm someone. In short, we are not likely to encounter deep fakes in interviews. What we will see more and more are candidates who are given the opportunity to show more of themselves in a structured interview online and to break through the prejudices from CVs.”

Awareness

Nicolas Speeckaert, Founder of skeeled, an innovative all-in-one recruitment software based on artificial intelligence: “Deepfake technology brings both opportunities and threats. Unfortunately, we are all more exposed to the threats than the benefits, with many reports of cyber attacks against individuals and organizations such as exploitation, harassment and personal sabotage. This certainly needs to be addressed. We need to have tools and train employees for deepfake detection, and we need laws that protect us from these types of attacks.”

“However, we cannot ignore the immense potential that deepfake technology can offer organizations in terms of content creation. For example, there are innovative companies creating AI-assisted corporate training videos, which allows global companies to very easily create videos for internal training in different languages, contributing to a better employee experience. But even in these situations where deepfake technology is used for good reasons, I agree with researchers and experts who defend that labeling is the simplest and most important way to counter deepfakes. Viewers should always be aware that what they are viewing is not real,” said Speeckaert.

Stay vigilant

Although the negative impact of deepfakes on recruitment seems to remain negligible, it is always good to stay alert. Look critically at videos, especially when it involves an important issue. If you are a recruiter, do not make hasty decisions about your candidates based on a video, because it is very easy to make a personal contact with the person, candidate or applicant in question to find out if the video is fake.

Sources: Jarno Duursma, The Guardian, SourceCon, NPO Radio 1

Tags: deepfakedeepfake recruitingdeepfake recruitmentdeepfakeshr techhr technologyhrtechrecruitingRecruitmentRecruitment Technologytechnology

Receive a push message with a new article on Recruitmenttech.com.
You can unsubscribe at any time.

Unsubscribe
Previous Post

Outmatch and Harver join forces: “Strengthening the pre-hire tech industry”

Next Post

Stepstone acquires US autonomous matching tooling MYA

Erwin Hokken

Erwin Hokken

Related Posts

Technology and retention: Which recruitment tech can help to successfully retain your employees in 2023 and beyond?
Technology

Technology and retention: Which recruitment tech can help to successfully retain your employees in 2023 and beyond?

by Jasper Spanjaart
February 13, 2023
2 new unicorns and 3 more ‘work tech’ companies to watch in 2023
News

2 new unicorns and 3 more ‘work tech’ companies to watch in 2023

by 1st Editor
January 9, 2023
How good (or bad) are ChatGPT's AI-generated texts for recruitment?
Technology

How good (or bad) are ChatGPT’s AI-generated texts for recruitment?

by Jasper Spanjaart
December 19, 2022
Peter Hinssen: ‘The reskilling velocity is going to have to dramatically increase’
Trends

Peter Hinssen: ‘The reskilling velocity is going to have to dramatically increase’

by Jasper Spanjaart
November 17, 2022
Karoline Bierlich (Talk’n’Job): ‘Our tool is as simple for recruiters as it is for candidates’
Bots & Voice

Karoline Bierlich (Talk’n’Job): ‘Our tool is as simple for recruiters as it is for candidates’

by Jasper Spanjaart
November 14, 2022
Next Post
Stepstone acquires US autonomous matching tooling MYA

Stepstone acquires US autonomous matching tooling MYA

Recruitment analytics (1/6): What are recruitment analytics?

Recruitment analytics (1/6): What are recruitment analytics?

Leave a Reply Cancel reply

Your email address will not be published. Required fields are marked *

Follow us on social

  • 73 Fans

Events calendar

  • Cities’ Identity Through Architecture and Arts (CITAA) – 7th Edition
    • 26/09/2023
  • Demo_Day 2023 Belgium
    • 20/04/2023
    • Mechelen
  • Geographic Perspectives on Climate Change Mitigation in Urban and Rural Environments
    • 29/01/2024
    • Lecce
  • all events
    • Contact
    • Privacy Statement
    • Cookie Policy

    © 2020-2021 Recruitment Tech Network | Europalaan 500 3526 KS UTRECHT, the Netherlands

    No Result
    View All Result
    • Home
    • Latest
    • Demo_Day 2021 – REPLAY
      • Register to watch replay
      • Program
      • Partners
      • Speakers
      • Frequently Asked Question (F.A.Q.)
    • Events calendar
      • Add an event
    • Subscribe to the email update

    © 2020-2021 Recruitment Tech Network | Europalaan 500 3526 KS UTRECHT, the Netherlands

    Welcome Back!

    Login to your account below

    Forgotten Password?

    Create New Account!

    Fill the forms below to register

    All fields are required. Log In

    Retrieve your password

    Please enter your username or email address to reset your password.

    Log In
    We use cookies on this site. Cookies are used, for example, to personalise content, offer video and social media tools and to analyse our website traffic (anonymously).
    Cookie settingsAccept all cookies
    Privacy & Cookies Policy

    Privacy Overview

    This website uses cookies to improve your experience while you navigate through the website. Out of these cookies, the cookies that are categorized as necessary are stored on your browser as they are essential for the working of basic functionalities of the website. We also use third-party cookies that help us analyze and understand how you use this website. These cookies will be stored in your browser only with your consent. You also have the option to opt-out of these cookies. But opting out of some of these cookies may have an effect on your browsing experience.
    Necessary
    Always Enabled

    Necessary cookies are absolutely essential for the website to function properly. This category only includes cookies that ensures basic functionalities and security features of the website. These cookies do not store any personal information.

    Non Necessary

    Any cookies that may not be particularly necessary for the website to function and is used specifically to collect user personal data via analytics, ads, other embedded contents are termed as non-necessary cookies. It is mandatory to procure user consent prior to running these cookies on your website.

    Analytics

    Analytical cookies are used to understand how visitors interact with the website. These cookies help provide information on metrics the number of visitors, bounce rate, traffic source, etc.

    Advertisement

    Advertisement cookies are used to provide visitors with relevant ads and marketing campaigns. These cookies track visitors across websites and collect information to provide customized ads.

    Save & Accept