Welcome to The Checkmate Check-In
Hiring never stands still. New tech, shifting candidate expectations and compliance changes keep HR and TA leaders on their toes. That’s why we created this monthly check-in — to bring you a mix of fresh perspectives, practical insights and useful resources that help you cut through the noise.
In this edition, you’ll hear from partners, experts and the Checkmate team on what’s shaping hiring right now, and what you can do about it. Think of it as your monthly moment to pause, catch up and walk away with at least one idea worth trying.
Thanks for checking in with us.
Most companies use a contingent workforce in some way. Yet, while permanent hires are often rigorously checked, many consultants and contractors aren’t held to the same standards.
It’s a curious one, isn’t it? These professionals are being brought in to deliver on key projects – perhaps even highly-confidential ones – and lead mission-critical work. Yet their credentials aren’t always thoroughly verified. One missed issue could grind a project to a halt, cost millions or damage your reputation.
The immediate value of thorough compliance is obvious: reduced risk and peace of mind. But there are valuable extra benefits for leaders who extend your verification processes to contingent workers too.
Better visibility Many organisations can’t easily answer “How many contingent workers do we have, and who are they?” But a consistent verification process applied to everyone coming into the organisation creates a reliable dataset. In lieu of other workforce management tools, it’s a great starting point. And a jump off point for better workforce planning too.
Faster conversions If a contractor proves to be a great fit for a permanent role, having verified credentials and background checks already in place speeds things up. It also and avoids the potential embarrassment of red flags surfacing during permanent onboarding after that person had already been in the business for weeks or months as a contingent worker.
A better brand experience A smooth, secure onboarding process for contingent workers sends a positive message about your organisation. It stands out compared to the inconsistent, clunky experience that can happen when multiple manual steps and third parties are involved. When top contingent talent is in-demand, it pays to make a great first impression.
Next time you’re reviewing workforce compliance, make sure you include every part of it — permanent, contingent, and everything in between. The payoff goes far beyond risk mitigation.
There’s this obsession in hiring at the moment. Everyone wants to “move fast.” Fill roles quicker. Cut steps. Speed things up.
But here’s the thing - speed isn’t a strategy. It’s usually a sign you’ve skipped something important.
A study from LinkedIn found that 60% of hiring managers regret a hire made under time pressure.
And rushed hires don’t just hurt teams - they hurt retention. Companies that cut corners experience nearly a 40% lower retention rate in the first year (Glassdoor).
And then there’s the candidate side: nearly half bail out mid-process because it feels messy or unclear (Jobvite). Not exactly the slick “fast process” we all tell ourselves it is.
We all know how it happens:
- The brief isn’t quite finished, but the ad goes live anyway.
- Intake conversations get rushed or skipped.
- “Let’s just get it out there.”
Suddenly, speed has replaced thinking. And what started as “agile” turns into chaos - gut decisions, ghosting, misaligned or burned-out teams, and revolving doors.
Yes, speed can be powerful. But only when it’s the outcome of good planning, not the excuse for skipping it. When the brief is tight, the process is clear, and hiring teams are aligned, speed happens naturally.
So, as you embark on hiring for the rest of this year and into 2026, remember to: slow down early, to move faster later. Because the only thing worse than hiring too slowly…is hiring the wrong person quickly.
We’re now witnessing what can only be described as a digital arms race that's "not so quietly" transforming the global hiring landscape: the sheer scale and automation of job applications, driven by AI.
- Candidates (and fraudsters) have automated the frontlines. From AI-generated resumes to AI driven programs that auto-fill and submit hundreds of applications per day, many jobseekers are chasing volume over quality.
- Employers are automating their defences. In response, hiring teams are turning to AI-driven ATS filters, chatbots, and even AI-led interviews just to stay afloat.
According to news reports, LinkedIn is now processing over 11,000 job applications every minute. That’s a 45% year-on-year increase, largely fuelled by generative AI tools designed to auto generate resumes and tailor them to job ads in seconds.
This isn’t just a shift in volume, it’s a complete change in hiring dynamics, which is why we take a deeper look into what's happening and how background checking fits into that conversation.
But this reactive approach has its limits. With so many near-identical applications flooding in, recruiters are left wondering who's real, and who's just gaming the system.
Beyond the noise, a more serious threat is growing hiring fraud. The combination of AI tools and remote working has opened the door to increasingly sophisticated scams.
We’re no longer talking about résumé embellishment; we’re seeing entire synthetic candidate identities. Here are just a few of the red flags:
- Deepfakes and AI-altered video interviews
- Proxy interviews with stand-ins posing as applicants
- VPN spoofing and overseas “laptop farms”
- Fake academic and employment credentials
In one notable case, a group used fake identities to place foreign nationals into remote IT roles in U.S. companies. This isn’t just a bad hire; it’s a potential national security risk.
If current trends continue, predictions are in line with 1 in 4 job applications being fake by 2028.
The good news? Human authenticity still matters.
- 62% of employers say machine-generated or templated applications go straight to the rejection pile.
- 78% say they still value personalised applications that reflect real interest and cultural fit.
- 90% have noticed a spike in low-effort or spammy submissions since AI tools went mainstream.
In other words, while AI can be a powerful support tool, it backfires when used indiscriminately. Quality still beats quantity.
One of the most practical ways to cut through this AI-driven fog? Start verifying earlier in the recruitment process.
Traditionally, background checks happen post-offer. But forward-thinking employers are shifting identity and credential verification before shortlisting, interviewing or offering the job. The benefits are clear:
- Catch fraud early. Quick ID checks can flag fake applicants before they reach sensitive interview stages.
- Deter low-quality applications. Spammers drop off fast when they know screening is upfront.
- Save valuable time. Even one fraudulent interview can waste hours of internal resource.
Importantly, these early-stage checks don’t slow down hiring. Modern digital screening tools work in minutes, and they help surface genuine candidates faster.
Final Thought: Staying Human in an AI World
We may have entered an age of automated applications and digital impersonation, but the fundamentals haven’t changed. Trust, authenticity, and good judgement still win.
Bringing background screening earlier into the process isn’t just about fraud prevention, it’s a strategic move in a changing market. Employers who blend smart technology with human-centred practices will be better equipped to spot real talent, avoid costly mistakes, and hire with confidence.
The Background Check Policy Playbook
Policies aren’t just paperwork — they’re the backbone of confident, consistent hiring. Whether you’re starting from scratch or refreshing something that’s out of date, this playbook gives you the clarity and structure you need.
Inside you’ll find:
- the essentials every policy should cover (and why they matter)
- a step-by-step framework to build consistency into your process
- ready-to-use templates and checklists you can adapt today
- guidance on tailoring checks to your industry and risk profile
- common pitfalls to avoid so you don’t get caught out
If compliance and consistency are on your to-do list this quarter, this resource will help you tick them off with confidence. 👉 Download the Playbook