Deepfakes in Hiring and Workplace Investigations

The Bigger Shift: HR Investigations Are Becoming Digital Forensics

HR leaders are entering a world where digital content can be fabricated, identities can be simulated, and workplace harm can be engineered without a single in-person interaction.

Deepfakes, AI-generated video, audio and images are no longer just cybersecurity concerns. They are becoming investigation issues, harassment issues, and legal risk issues simultaneously.

More and more organizations are reporting cases where employees claimed harassment using edited or AI-generated clips shared internally or on social media. Although many incidents remain confidential, employment attorneys increasingly warn that manipulated digital content is appearing in disputes involving terminations and retaliation claims.

A recent litigation shows how quickly deepfakes are reshaping workplace harassment claims. Back in Summer of 2025 A California appellate court upheld a $4 million jury verdict for a police captain after a sexually explicit AI-generated image resembling her circulated at work, ruling that distributing fabricated content can constitute unlawful harassment.

As deepfake becomes more common and accessible, HR is evolving from fact-finding to fact validation. Organizations that recognize this early will make better decisions, reduce legal exposure, and preserve employee trust.

The Hiring and Identity Risk

Deepfake risk begins before employment even starts. Organizations are increasingly reporting candidates using AI-generated video, voice cloning, or real-time face filters during remote interviews to mask identity, exaggerate language proficiency, or impersonate more qualified individuals. In some cases, one person completes the interview while another performs the job. creating performance, security, and compliance risks from day one. This trend blurs the line between recruiting and investigation, forcing HR to strengthen identity verification, add live validation steps, and coordinate with IT on authentication protocols. Hiring is no longer just about assessing skills but about confirming the human behind the screen. '

A recent report by GetReal Security shows how quickly AI is reshaping identity attacks in the workplace. According to the findings:

• 41% of IT, cybersecurity, risk, and fraud leaders say their organization has hired and onboarded at least one fraudulent candidate.

• 88% of organizations encounter deepfake or impersonation attacks occasionally.

• 45% report these attacks are now frequent occurrences.

These findings move deepfakes from a theoretical investigation concern to a practical operational risk. The same technology that can fabricate misconduct evidence can also create strong job candidates, impersonate employees, and impose legal, reputational, cultural and operational risks.

A question for leaders

If a convincing video landed in your inbox tomorrow, would your organization know how to verify it before acting? And, is your organization's policies ready for the possibility that the harm is real even if the supporting content is not?

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