Scammers are using deepfake software and other types of generative AI tools to create fake identities, faces, and voices that can be convincing enough to get through multiple levels of interviews. Hiring managers are generally not as aware of the risks of fake candidates or cybersecurity issues. Ben Sesser, CEO of BrightHire has known of the problem for about a year and says it has “ramped up massively” this year. His company helps clients in finance, tech, and healthcare use video interviews to assess candidates. He notes that humans are the “weak link” in cybersecurity and because the process of hiring employees is handled by humans, generally with many different people involved, it has become a “weak point” that bad actors are taking advantage of. Most fake job seekers have been from Russian, North Korea, China, Malaysia, and South Korea. It is expected that as deepfake technology continues to improve, it will become increasingly harder to detect. 

This article originally appeared on CSNBC.com.

Job Seekers Beware of ‘Fake Job’ Phishing

As fake job seekers are on the increase, so are fake employment scams. People looking for a new job can be targeted by scammers who post fictitious jobs and make fraudulent job offers to unsuspecting candidates. They have been known to ask for money, banking information, and other types of personal identifiable information. These criminals pose as well-known companies, such as Thomson Reuters, and their “recruitment fraud” is becoming increasingly prevalent and sophisticated in appearance. Candidates often see them on third-party websites or are contacted by direct email.

Follow these tips to protect yourself from fake job phishing scams:

1. Scammers are known to include little or no specific details, so avoid responding to very generic emails.
   
   
2. Domain names or email addresses can be inaccurate. Check for misspellings and use another source to verify the accuracy of details.
   
   
3. Beware of employment offers without having an in-person interview first. Since the pandemic, it is more common to do virtual interviews, so explore ways to verify you are talking with a reputable, legitimate company.
   
   
4. Real recruiters would never ask candidates to pay for a position or interview. Any requests for financial information or payments should be suspected.
   
   
5. What sounds like the “perfect” job, such as a very high salary for a position that does not require specific skills or experience, may be too good to be true.

This article originally appeared on Thomsonreuters.com.

5 Questions Every Boss Should Ask Their Employees When They First Meet

Christine Cruzvergara managed over 100 people in her career but found that being a boss wasn’t easy when some staff members were older and more senior than her. She notes that she wishes she’d known earlier how to build trust, rapport, understanding, and credibility with staff from the outset.

Cruzvergara began asking these five questions of each person she manages the first time they meet, and even provides them in advance:

1. What do you want, need, and expect from your supervisor?
2. What are your pet peeves?
3. How do you like to receive positive feedback? How do you prefer to get constructive feedback? And when you get critical feedback, how do you typically respond?
4. How do you like to be recognized when you do good work?
5. What is one thing you’re working on as a professional this year, and how can I help you?

During the meeting, both the employee and Cruzvergara give each other their responses to the questions. Having this conversation early in a manager/employee relationship has some benefits—it sets the tone and demonstrates to employees you have an interest in them, that you value their feedback, are supportive of their success. It also invites more substantial discussions. And it improves employee “self-awareness” by inviting them to think critically about how they perform their work, how they interact with others, and how they will manage and share feedback.

Cruzvergara said when she has a discussion like this with employees, they often report that supervisors have never done this with them before and how much they appreciate it.

Another discussion that can fast-track mutual understanding is asking for employees’ year-long goals. Knowing a person’s priorities can enable supervisors to help with their progress. Demonstrating an interest in and commitment to employees’ development can enable them to “manage up” sooner. And having this conversation with everyone under your umbrella takes the guesswork for them out of learning how to work with you.

This article was originally featured on CSNBC.com.  

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