Hung Lee Argues Return to In-Person Interviews Can Combat Candidate Fraud

In a recent LinkedIn post, Hung Lee discusses a provocative solution to the escalating problem of candidate fraud, particularly within the tech industry. Lee suggests that a return to in-person interviews, despite the widespread desire for remote work flexibility, could be the most effective way to mitigate these growing scams.

The post highlights the increasing sophistication of candidate fraud and the growing importance of Information Security within Talent Acquisition. Lee frames the issue starkly, noting the pressure tech companies face as prime targets for fraudulent activities.

“Candidate fraud has escalated up the priority list, especially for tech companies who have ‘rich targets’ for scams.”

Lee’s central argument is that while the flexibility gained during the pandemic is highly valued, the practical challenges posed by fraud necessitate a re-evaluation of interview formats. He posits that the simple act of bringing interviews back into a physical space offers a straightforward and robust defense against deceptive practices.

The Link Between RTO and Fraud Mitigation

Hung Lee argues that the shift towards remote and hybrid work models, while beneficial in many ways, has inadvertently created vulnerabilities that fraudsters are exploiting. By requiring candidates to be physically present for interviews, companies can implement more stringent identity verification processes and observe candidate behavior in real-time, making it significantly harder to perpetrate fraud.

According to Hung Lee, the current landscape demands a pragmatic approach, even if it means revisiting established norms around work arrangements. He suggests that the benefits of reduced fraud outweigh the perceived drawbacks of sacrificing some remote work flexibility.

“RTO is the simplest and surest way to mitigate candidate fraud.”

Lee further elaborates on the potential positive implications for the recruitment profession itself. He points out that an increase in in-person interviews could translate into more work for recruiters, potentially bolstering job security in an era of economic uncertainty.

Recruiter Job Security as an Unintended Benefit

In Hung Lee’s view, the return to in-person interviews could have an unexpected positive outcome for recruiters. As fraud becomes a more significant concern, the need for human oversight and direct interaction in the hiring process becomes more pronounced. This, he suggests, could increase the demand for skilled recruiters who can manage these in-person interactions effectively.

“And as an unexpected twist, more in-person interviews, should mean more work for recruiters, so negative pressure from rising fraud *should* increase job security for those recruiters who are in office.”

Lee is set to discuss these trends further, including his perspective on the return to in-person interviews, in an upcoming panel on the GoodTime Hiring Trends Report 2026. He invites audience participation, indicating a desire to engage with different viewpoints on this critical issue.