How to build candidate verification into your Honeit workflow

Candidate fraud has become one of the most talked about challenges in recruiting right now. From AI-assisted interviews to candidates who aren't who they claim to be, the tactics are getting more sophisticated by the day. The good news is Honeit already gives you a lot of what you need to catch red flags early.

Here are some practical, low-friction ways to verify candidates before and during your calls.

This is the foundation for everything else. Without a phone number, you can't cross-check time zones, you can't send a verification text, and you have no second channel to reach the candidate. Make phone number a required field on every scheduling link so it's captured before the call ever happens.

Use Honeit's in-call text feature to send a short code or text to the candidate's number mid-interview. Ask them to read it back. It takes ten seconds and confirms the phone number on file actually belongs to the person on the call.

Honeit captures the time zone a candidate scheduled from. Take a quick look at how it lines up with their phone number's country or area code. If someone booked the call from a Warsaw time zone but their phone number is a US area code, that's not necessarily a problem (they could be traveling, relocating, or using an old number) but it's worth a closer look before the call.

Require candidates to join with video on. Once you can see them, take a quick screenshot and paste it into the notepad in your interview dashboard. If there's ever doubt later about whether the person showing up to round two is the same person you screened, you have a reference point right there in the call record.

Share Honeit audio highlights with your hiring managers before they take the next round. A quick listen to the screening call means they'll immediately notice if the voice in round two sounds different. This one is fully internal so it doesn't affect the candidate experience at all.

For technical interviews or any skills-based assessment, asking candidates to share their screen is now standard practice. It lets you see their work in real time and naturally rules out outside assistance. Frame it as part of the skills evaluation, not a fraud check, and most candidates won't think twice.

The goal isn't to interrogate every candidate or treat them like a suspect. The vast majority of people you talk to are exactly who they say they are. These checks work best when they feel like normal process, not accusations. Setting clear expectations upfront in your scheduling emails (video on, ready to screen share for skills portions) goes a long way toward making verification feel routine instead of awkward.

Got a fraud detection tip we missed? Let us know. We're always looking to learn from how you're using Honeit in the field.