As AI-generated resumes flood the hiring market, many talent teams are rushing to make “blind” skills assessments a mandatory requirement. But implementing heavy, time-consuming hoops across the board can accidentally alienate top-tier talent and introduce bias into your pipeline. According to Donna Fowler, SVP of Global People & Talent at SEON, the key to fraud prevention isn’t overcomplicating the application process for everyone—it’s about knowing exactly when to step in. As Fowler warns:
Instead of slowing down every applicant, the modern solution lies in a data-driven, conditional approach: keeping the path smooth for the majority, and reserving extra testing exclusively for profiles that trigger actual red flags.