As of 13 August 2026, AI can only partly detect fake CVs.

This still needs a person who signs their name to it.

Can you do it?

5 minutesto a draft.

30 minutesto something you’d act on.

Cost, all in£0

Skill neededchat-fluent

Who has to check ita colleague

What the alternative costsThe supplied tool data gives no price for a human CV-checking alternative.

If this goes wrong, you may reject a genuine candidate unfairly or progress a candidate whose claims have not been verified.

What to actually do

Hand it to a person
The route this page recommends
A person who owns the outcome does this end to end, worth it when the failure is dear.
Use a tool built for this
Second choice

Do it yourself

The distant third

A chat interface, chat-fluent skill, and roughly 30 minutes until you can act on the result.

How to actually do it

Open the job description and write down the essential qualifications, dates, responsibilities and claims that matter to the role.
Obtain the candidate's CV and confirm that you are authorised to process it for recruitment screening.
Gather only the evidence you are permitted to use, such as candidate-provided qualification records or authorised reference information, and remove irrelevant personal details.
Paste the role information, CV and supplied evidence into a chatbot using the prompt above.
Compare each flagged issue with the original CV and evidence, deleting flags that are based only on style, assumptions or missing information.
Ask the candidate proportionate clarification questions and arrange authorised checks for unresolved material claims before a human hiring decision.

Prompt

Act as a cautious recruitment screening assistant, not the final decision-maker. Review the CV and role information below for signs that claims may need verification. Separate: 1. internal inconsistencies in dates, job titles, employers, qualifications or achievements; 2. claims that are unusually vague or unsupported; 3. details that can be checked against the supplied evidence; and 4. details you cannot assess from the material provided. Do not call the CV fake, dishonest or fraudulent. Do not infer anything from names, accents, nationality, age, sex, disability, religion, ethnicity, caring responsibilities, health or other protected or personal characteristics. Do not use writing style, formatting, employment gaps or lack of polish as proof of dishonesty. For every flag, quote the relevant wording, explain the specific reason for the flag, state what evidence would resolve it, and label the concern low, medium or high priority. Recommend proportionate, consent-based checks for the hiring team to carry out, such as asking the candidate to clarify a date or providing an authorised reference or qualification confirmation. End with a short list of questions for a human reviewer. Do not recommend rejection based only on your analysis.

ROLE INFORMATION:
[Paste the job description and essential criteria]

CV:
[Paste the CV]

SUPPLIED EVIDENCE, IF ANY:
[Paste documents or verified information that you are authorised to use]

Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.

What it gets wrong

AI cannot prove that a CV is fake from wording, formatting, employment gaps or an unusual career history.
It cannot independently confirm an employer, qualification or professional registration without authorised evidence and an external checking process.
It cannot reliably distinguish an innocent error, poor drafting and deliberate deception when the evidence is incomplete.
It cannot take responsibility for an unfair rejection, discriminatory process or negligent hiring decision.
It cannot replace proportionate human checks and a documented decision by the employer.

What caps this at PARTLY: verification cost, judgement under ambiguity and legal accountability.

How we scored this

Five axes, each scored nought to two by hand: ten means AI carries the task cleanly, and the thresholds that turn a total into YES, PARTLY or NO are published in the methodology. Each axis name links to its definition.

Axis	Score (0–2)
Output	2
Inputs	1
Verification	1
Liability	1
Effort delta	1
Total	6 / 10

The methodology and its thresholds are published in full.

FAQ

Can AI tell if a CV is fake?: It can flag contradictions, implausible timelines and claims that need evidence, but it cannot prove that a CV is fake. A human must investigate material concerns using authorised checks and give the candidate a fair chance to clarify.
How can I use AI to check a CV?: Give it the role requirements, the CV and any evidence you are authorised to use. Ask it to quote each concern, explain what evidence would resolve it and avoid making a decision based on writing style or personal characteristics.
Can AI verify a candidate's qualifications?: No, not by reading a CV alone. AI can list which qualifications need checking, but the hiring team must obtain confirmation through an appropriate authorised source.
Is it legal to use AI to screen CVs in the UK?: Using AI does not transfer responsibility for a fair recruitment process away from the employer. Set a clear purpose, limit the personal data used, check for unfair effects and keep a human accountable for the decision; get employment or data protection advice for a serious case.

Nearby answers

All Job ads & screening rulings

Assessed by gpt-5.6-luna (gpt-5.6-luna) on 2026-08-13, second-checked by an independent model. Wrong somewhere? Email [email protected] and it gets re-checked.

The newsletter

AI news, new answers and product picks, straight to your inbox.