The Risks of AI-Generated Resumes—What Finance Leaders Should Know

Article

By Steve Saah, Executive Director of Finance and Accounting Permanent Placement, Robert Half

Imagine you’re hiring a senior accountant, and you identify a candidate whose resume checks every box. Your applicant tracking system (ATS) software confirms they have the right certifications, technical skills and years of experience. You move fast to make an offer—but within a matter of weeks, it’s clear your new hire is struggling. They can’t keep up with the workload and seem out of their depth.

Where did your hiring process go off track? The culprit may be an AI-generated resume—padded with buzzwords and propped up with tricks like “white texting”—that sailed through the ATS screening and fast-tracked an unskilled candidate to a job offer. The result: a hiring mistake that can potentially expose your firm to financial, reputational and operational risks.

AI tools are now a common part of the job search, helping candidates draft or polish their resumes. That’s not inherently a bad thing—after all, modern finance organizations want to attract tech-savvy professionals who are comfortable collaborating with AI. The problem arises when candidates use these tools to exaggerate—or even fabricate—their credentials, or to conceal gaps in their experience.

For example, when a resume is embedded with hidden keywords, an ATS screening software program may rank the applicant as a strong match for the job, moving them quickly to the next stage. By the time a hiring manager reviews the resume, it looks like they have found a top prospect. Add in the pressure to staff a role quickly, and an unskilled candidate who performs well enough in interviews can breeze through the hiring process—and into the job.

Here’s what finance leaders should know about the risks of AI-generated resumes, and how to recognize them before hiring candidates.

What Finance Leaders Should Know About AI-Generated Resumes

What is white texting—and how does it work?
Separating fact from fiction: How to verify a candidate’s claims
How staffing firms can help employers avoid AI-generated resume risks
Invest strategically in your talent pipeline to reduce hiring risks

What is white texting—and how does it work?

White texting—also called white fonting—is the practice of hiding extra keywords in a resume or other job application materials by changing the font color to white. The tactic is meant to trick ATS software into ranking the resume higher by embedding skills, certifications or job titles that don’t actually appear in the visible text.

Say an applicant for a senior accountant role submits a resume with white texting, embedding dozens of hidden mentions of “financial reporting,” “variance analysis” or “GAAP compliance” in the margins or between lines. To a human reviewer, the document looks perfectly normal. And to keyword-scanning software, it appears the candidate has all the right experience—even if they don’t.

On the positive side, many ATS systems are getting better at flagging or filtering white text, making this tactic increasingly less effective. However, it remains a concern, particularly for organizations using older technology. Hiring managers should also be on the lookout for evidence of:

Keyword stuffing: Repeating certain skills or software names, sometimes in unnatural ways, to match ATS search terms.

Fake job titles or promotions: Inflating past roles to give the impression of greater responsibility or authority.

Borrowed credentials: Listing certifications or licenses that have not been earned and hoping an employer won’t check those details until much later—or at all.

These tricks are designed to make unqualified applicants appear like ideal candidates, giving fake resumes an undeserved path through the hiring process.

Separating fact from fiction: How to verify a candidate’s claims

Robert Half’s research shows that 82% of hiring managers can tell when a candidate has used AI to create application materials. However, spotting potential red flags is only the first step toward avoiding fake candidate resumes. Some effective ways to confirm a potential hire’s qualifications include:

Checking references thoroughly: Don’t stop at confirming dates of employment. Ask about projects, responsibilities and overall performance.

Validating credentials: Confirm certifications or degrees directly with the issuing organization.

Using skills assessments: Test technical knowledge in areas such as accounting, audit or tax software to verify that abilities align with claims.

Asking behavioral interview questions: Situational questions often reveal gaps in experience that a polished resume can hide. For example, a hiring manager might ask a senior accountant candidate: “Can you describe a time when you had to explain complex financial information to nonfinancial stakeholders?”

Building these steps into your hiring process helps confirm that the candidate submitting the resume is genuinely qualified for the role.

See these tips for recruiting employees likely to thrive in your organization.

How staffing firms can help employers avoid AI-generated resume risks

Working with a reputable staffing firm is a safeguard against candidates who exaggerate their credentials or use AI-generated tricks to get past ATS screenings. Unlike automated tools that rely on keywords, staffing professionals apply human judgment and skills testing to confirm skills and spot fake candidate resumes and profiles.

Staffing firms also provide flexibility. Many finance and accounting organizations rely on contract talent during peak work periods or when specialized experience is needed. This approach not only addresses immediate workload gaps, but it also allows firms to “audition” professionals on real projects in their unique work environment before deciding whether to extend a permanent offer.

Learn more about the benefits of a flexible staffing model.

Invest strategically in your talent pipeline to reduce hiring risks

One of the best ways to avoid exaggerated or fake candidate resumes slipping into your hiring process is by cultivating a robust talent pipeline. You can expand the pool of qualified applicants while reducing your reliance on anonymous job boards and the risk of encountering fraudulent candidate profiles. You can also increase the likelihood of hiring skilled professionals who are ready to meet your performance standards and will thrive in your firm’s culture.

Ways to strengthen your talent pipeline include:

Encourage referrals: Satisfied employees help you connect with candidates who come with built-in endorsements.

Invest in internships and apprenticeships: Partner with colleges and universities to connect early with up-and-coming finance and accounting talent.

Rehire boomerang employees: Returning staff members can bring new skills and experience—and require less time getting up to speed.

Upskill current staff: Professional development helps close skill gaps, improve employee retention and prepare teams for evolving client needs.

Prioritize succession planning: Clear pathways for career advancement help reduce pressure to hire externally for every leadership role.

AI-generated resume risks are real—and growing. Gartner projects that 1 in 4 candidate profiles worldwide will be fake by 2028. By verifying information, working together with a reputable staffing firm and strengthening your talent pipeline, you can cut through the noise and focus on hiring candidates who are authentic, qualified for the role and ready to deliver their best work.

Need to hire skilled talent? Robert Half is here to help

Learn more

Whether you’re a small business or a global enterprise, our specialized recruiters can help you hire in-demand finance and accounting professionals quickly and easily. Contact us today to find out more about our wide array of talent solutions and how we can work with you.

Follow Steve Saah on LinkedIn

Tech Modernization Success for Finance Teams Starts at the Top

Managing Employee Burnout: An Imperative for Finance and Accounting Leaders

4 Strategies to Help Future-Proof Your Finance Team in Uncertain Times