the foHRsight podcast: The Growing Threat of Deep Fake Fraud: What HR Leaders Need to Know

In an eye-opening foHRsight podcast conversation with deep fake expert Aarti Samani, we explored the alarming rise of deep fake fraud and its critical implications for HR professionals and organizations. As remote work becomes increasingly common, understanding and protecting against these sophisticated threats has never been more important.

Understanding Deep Fakes: More Than Just Digital Trickery

Deep fake is made of two separate words: Deep technology or deep learning and fake media," explains Aarti. "When you put them together, it's the use of deep learning technology to create fake media." This can include manipulated images, voices, or videos that show people doing or saying things they never actually did.

While deep fake technology has legitimate uses in areas like training and marketing, its potential for fraud has become a significant concern for organizations worldwide. Aarti notes that while there are positive applications in learning and development, marketing, and entertainment, the technology is increasingly being weaponized for financial gains and data theft.

The Dual Threat to Organizations

Deep fake fraud typically manifests in two primary ways:

Executive Impersonation

• Fake video or voice messages from senior leaders

• Requests for fund transfers or sensitive information

• Exploitation of organizational hierarchy

Fraudulent Identity Checks

• Fake candidates during recruitment

• False supplier/vendor verification

• Compromised onboarding processes

These threats are particularly dangerous because they exploit established organizational hierarchies and verification processes, making them difficult to detect without specialized awareness and tools. The sophistication of these attacks means that traditional security measures are often insufficient.

The Human Element: Why Traditional Security Training Falls Short

Traditional cybersecurity training, focused on identifying phishing emails and suspicious links, is no longer sufficient. Aarti emphasizes that deep fake fraud is fundamentally different because:

• It plays on human emotions and trust

• Exploits our natural tendency to believe what we see and hear

• Takes advantage of workplace pressure and urgency

• Operates across multiple platforms and communication channels

This multi-faceted nature of deep fake fraud requires a complete reimagining of how we approach security training and awareness in the workplace. As Aarti notes, "We have been trained since we were babies to believe everything we see and hear, because those are the first senses that we develop as human beings."

A Real-World Cautionary Tale

Aarti shared a chilling example of deep fake fraud in action: A listed security company in the United States unknowingly hired a remote employee from a sanctioned nation who used deep fake technology during multiple video interviews. The fraud included:
Successful impersonation through multiple rounds of video interviews

• Falsified identity documents that passed verification

• Sophisticated background check deception

• Attempted malware installation upon gaining access

• Collection of company equipment at false addresses

This incident demonstrates how deep fake fraud can bypass even sophisticated corporate security measures, highlighting the need for enhanced verification processes.

Building Organizational Defense: A Multi-Layered Approach

1. Cultural Solutions

The effectiveness of security measures is directly tied to organizational culture. Key elements include:

• Psychological Safety: Employees must feel comfortable questioning suspicious requests

• Reduced Power Distance: Making executives more approachable

• Transparency: Providing context for organizational activities

• Trust Framework: Distinguishing between trusting colleagues and trusting digital interactions

 Creating this type of security-conscious culture requires consistent leadership commitment and ongoing reinforcement of these principles throughout the organization. As Aarti emphasizes, "There is an almost direct correlation between work culture and risk exposure."

2. Enhanced Recruitment Practices

HR professionals should implement additional verification steps:

• Conduct reverse image checks on candidate photos

• Verify contact information personally

• Include location-specific questions in interviews

• Watch for technical red flags during video calls

• Partner with security teams for enhanced background checks

These enhanced practices, while potentially adding time to the recruitment process, are essential safeguards in today's digital-first hiring environment. The investment in thorough verification can prevent costly security breaches and protect organizational integrity.

3. Critical Thinking Development

Organizations must foster critical thinking skills that help employees: 

• Recognize contextual inconsistencies

• Develop situational awareness

• Understand attacker mindsets

• Question unusual requests appropriately

• Apply verification protocols consistently

Developing these skills requires ongoing training and reinforcement, but the investment pays dividends in improved organizational security. As Aarti notes, "We have to train our employees to think in a certain way."

Best Practices for HR Leaders

Immediate Actions:

Revamp Interview Processes

• Include authenticity checks

• Add location-specific questions

• Watch for environmental inconsistencies

• Monitor for technical issues that may indicate deception

• Document and verify all interaction points

Enhance Verification Procedures

• Partner with security teams

• Implement advanced KYC technologies

• Conduct thorough background checks

• Verify addresses and contact information

• Use multi-factor authentication methods

Training and Awareness

• Integrate deep fake awareness into existing programs

• Use lunch-and-learn sessions

• Include awareness training in onboarding

• Conduct regular simulation exercises

• Share real-world examples and case studies

These immediate actions form the foundation of a robust defense against deep fake fraud and should be implemented as soon as possible. Regular review and updates of these practices ensure they remain effective against evolving threats.

Long-term Strategies:

Culture Development

• Build psychological safety

• Reduce power distance

• Increase organizational transparency

• Foster open communication

• Encourage questioning of unusual requests

Security Partnerships

• Work closely with IT security teams

• Develop comprehensive verification processes

• Stay updated on emerging threats

• Participate in industry security forums

• Build relationships with security vendors

These long-term strategies require sustained effort and investment but are crucial for building lasting organizational resilience against deep fake threats. Regular assessment and adaptation of these strategies ensure they remain effective as threats evolve. 

Looking FoHRward

As Aarti notes, "Culture now is not just talk. It is important. You are defending an organization with the culture." HR leaders must take an active role in organizational defense by:

• Demanding a seat at the security table

• Partnering with other departments

• Implementing robust verification processes

• Fostering a security-conscious culture

• Leading by example in security practices 

The threat of deep fake fraud requires a fundamental shift in how organizations approach security. HR leaders play a crucial role in building organizational defenses through improved hiring practices, cultural development, and enhanced security awareness. While no solution is foolproof, a comprehensive approach combining technology, culture, and critical thinking provides the best defense against these emerging threats.

For more information about protecting your organization against deep fake fraud, visit Aarti Samani website at aartisamani.com or connect with her on LinkedIn.