The success of all organisations depends on identifying the right people for the right jobs, using selection and assessment tools to evaluate qualifications and fit. However, applicants for jobs or promotions can decide to fake or cheat to appear more qualified than they truly are. I will describe what makes applicants engage in deception, showcase how such behaviours can impact assessment performance and harm the validity of assessment tools, emphasize the difficulties associated with attempts to detect deception, and showcase the evidence around the effectiveness of existing countermeasures. Finally, I will explore how new technologies such as artificial intelligence can be a double-edge sword: They can facilitate applicants’ attempt to fake their way into jobs they are unqualified for, but they also offer opportunities for managers and organizations to detect or deter deception.