{"type":"rich","version":"1.0","provider_name":"Transistor","provider_url":"https://transistor.fm","author_name":"The Human Element | CHRO & HR Leadership Podcast","title":"AI Can Fake Identity. It Can't Fake Humanity","html":"<iframe width=\"100%\" height=\"180\" frameborder=\"no\" scrolling=\"no\" seamless src=\"https://share.transistor.fm/e/84bd021c\"></iframe>","width":"100%","height":180,"duration":2008,"description":"DescriptionIn December 2024, Christine Aldrich's recruiting team caught their first deepfake candidate. Twelve months later, nearly 1 in 6 applicants at Pindrop shows signs of data manipulation — and every HR leader Christine knows has a story.In this episode of The Human Element, host Barb Bidan sits down with Christine Aldrich, Chief People Officer at Pindrop (the company building identity verification and deepfake detection technology), to talk about what hiring really looks like when you can no longer assume the person on the other end of the camera is who they say they are.\nThey cover the velocity of the deepfake hiring problem, why the two reflex responses (ban AI / go back in-person) are both wrong, the lightweight tactic any recruiting team can deploy on Monday morning, and why the future of recruiting belongs to the people who let technology verify identity so humans can focus on what only humans can do.\n\nTakeawaysWhy December 2024 was the inflection point for deepfake candidates in hiringThe Pindrop data behind the \"1 in 6\" stat — and what it really means for your funnelWhy banning AI in your application process filters out your best candidates while letting fraudsters throughHow recruiter bias training collides with deepfake detection — and how to resolve the conflictThe three-minute consistency check any recruiter can start using on MondayHow to run identity verification in the background so candidate experience doesn't sufferWhy \"AI fluency\" is now a behavioral attribute at PindropThe most overrated tool in fighting candidate fraud (hint: you've been on it today)What recruiting looks like when AI takes the bottom of the skill stackChristine's closing reframe for every HR leader on the drive home\nChapters(00:00) Cold open and intro(01:15) Christine's path: Michigan, Ford, Dunkin' Brands, and four startups(04:00) The first fraudulent candidate (December 2024) and the velocity of the problem(05:45) The 1-in-6 stat and what data manipulation actually...","thumbnail_url":"https://img.transistorcdn.com/wSIM9OmCufT8YpGEujarJtAuPaEl6gUX3MEhrYkOqWs/rs:fill:0:0:1/w:400/h:400/q:60/mb:500000/aHR0cHM6Ly9pbWct/dXBsb2FkLXByb2R1/Y3Rpb24udHJhbnNp/c3Rvci5mbS84NzE0/YmEwNTBhMjA4NDk1/NTViOTczNmY3Yjlj/MmVmNS5wbmc.webp","thumbnail_width":300,"thumbnail_height":300}