Houston expert on recognizing AI scams in hiring, recruitment, and retention

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When you are aware of the red flags and scams, you are better prepared to not become a victim to their crimes. Photo via Getty Images

Attracting the best and the brightest employees is the goal of every startup and small business. Making these efforts more difficult, beyond the tight labor market in some industries, some employers are becoming the target of job scams — ones that seem unbelievable but occur include an unknown face showing up on the first day of work.

These scams occur because the candidate hired someone else to sit in for them during their video interview. Due to the remote nature of our work environment, some remote employees pay someone else to complete their job duties.

More sophisticated scammers can use deep-fake AI technology to mimic real people in interviews. Once the scammer is hired, they may steal data or install ransomware. AI technology continues to evolve, and so will scams. This is why it is crucial to know how to identify a scam and prepare to protect your business.

Watch for red flags

Fake-applicant scams, whether high- and low-tech, commonly target remote jobs. Most low-tech fake applicants are not trying to hack into your system. They are typically focused on making a good impression, even though they misrepresent their background and skills to get the job.

When recruiting, thorough background checks should identify scammers; however, you ideally want to identify the scam before it gets that far. The red flags to look for is a resume that is “perfect” for the job, exact verbiage of the job description, a LinkedIn profile with little information and error-filled emails. You do not want to assume the worst, but these tactics should be on your radar.

Know about deep-fake AI

Advanced technologies continue to improve making it harder to identify deep-fake AI candidates. Most people have seen footage of celebrities or politicians that seem real, but deep-fake technologies were used. There are many times the difference is imperceptible. This technology makes it even harder to tell the difference between a real or fake applicant. If you know what to look for, there are a few things to look out for, such as a candidate having a slight disconnect between their voice and their mouth movement. Syncing issues can happen to real people with poor Wi-Fi connections, but recruiters can address it with the candidate during the conversation, and it tends to correct itself.

Paying close attention to a candidate’s legal documents can help identify deep-fake AI candidates. When personal information does not align, you must determine if it was an honest mistake or something more sinister. When you require one in-person interview during the process, it helps verify the candidate’s identity. Real applicants will not have a problem with a face-to-face interview, where scammers will not agree to it and remove themselves from the process.

As deepfakes become more prevalent, there are new resources teaching people the difference between AI-generated images and reality like Northwestern University’s “Detect Fakes.”

Utilize background checks

Checking references and conducting background checks are an important step in finding the best candidate who fits your organization. These are crucial steps that should not be skipped. It is here where many business owners identify red flags that were not visible in prior interview stages. You become more prone to corrupt applicants when you do not look into a candidate’s work and education history.

Ask deeper interview questions

It is good practice to ask more open-ended questions during an interview but going beyond “yes” and “no” answers help spot scammers. Asking questions that require the candidate to tell a story about their experience helps you determine if the candidate is a real person. Employe the 80/20 rule – allowing the applicant to do 80 percent of the talking while the interviewer only speaks 20 percent of the time – is great interview technique for everyone, but crucial when trying to cull out a scammer.

With new technologies come new scams. There are many things business owners need to think about, and safeguarding your business from nefarious applicants should be high on the list when hiring. When you are aware of the red flags and scams, you are better prepared to not become a victim to their crimes.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

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It is important for hiring managers to be realistic as they approach recruiting and hiring timeframes and make smart hiring decisions. Photo via Getty Images

Houston expert: How you should be approaching recruiting in 2024

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The January jobs report, per BLS, may be cause for celebration with 353,000 new jobs, but with a low unemployment rate of 3.7 percent, the tight labor market persists.

The same report states there were 2,000 more jobs in oil and gas extraction in January. Finding the right people for energy jobs can be a challenge right now as the industry has experienced flux the past few years. Many energy employers find key talent has moved into new industry verticals, drawn by the promise of increased stability.

Recruiting in the tech and energy sectors may be challenging, but the right candidates are out there. It is important for hiring managers to be realistic as they approach recruiting and hiring timeframes and make smart hiring decisions. The organization will be better off in the long run for this approach.

The following recruiting strategies are poised to support energy employers throughout the year.

Get personal.

Job candidates want to feel like their future employer is genuinely interested in them, which means recruiters should personalize the candidate’s experience. This starts by taking a holistic look at the hiring funnel and considering ways to make each candidate feel as though they are the only one you are talking to for the role.

Each touchpoint impacts how the candidate perceives the organization. The job description should inspire candidates, making them excited to apply and motivating them to dream about a future with your organization. Personalizing recruitment outreach messages to speak to their individual talents instead of a standard, generic message speaks volumes.

Moving through the hiring process as quickly as possible is important, but recruiting is about the long game. There are candidates who fall into place in a matter of days. Other times, you may have a conversation with a candidate months or even years before the timing is right for them to make a move. Asking about the candidate’s professional timeline and letting them know that you are willing to work with them, no matter how fast or slow, makes them feel special and valued by your company.

Be ready to compromise.

It has become hard to find the right fit for some of the energy jobs today. However, this does present an opportune moment for employers to reassess the conventional prerequisites typically required for specific positions. Criteria such as an exact college degree, a specified number of years of relevant experience, industry-specific expertise, an unbroken work history and proficiency in specific software applications are areas to reconsider in the job postings, job descriptions and interviews. This strategic adjustment broadens the talent pool and provides access to individuals whose suitability for a role might have been overlooked. Shifting away from stringent education backgrounds and narrowly defined experience, and instead prioritizing qualities such as adaptability and learning capabilities in the search for candidates, recruiters may discover a smoother path to securing qualified candidates.

Grow internal talent.

Recruitment today also means recruiting internally. The optimal approach to efficiently filling positions is promoting the role internally as existing employees have a vested interest and are deeply ingrained in the company’s culture. Their familiarity with colleagues, procedures and protocols facilitates a swift transition into new roles. In order for this to become a possibility, it’s imperative for leaders to nurture internal talent through professional development initiatives that equip employees with the skills needed for advancement. Tailored learning opportunities, mentorship and guidance for reskilling and upskilling can foster internal mobility, enhance employee retention and ensure sustained success. With all this in mind, recruiters should keep in close contact with management teams to discuss internal candidates and their career path.

There is no one way to recruit in 2024, but focusing on the individual and their skills as well as in-house candidates can make it a successful endeavor.

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Jill Chapman is a director of early talent programs with Insperity, a leading provider of human resources and business performance solutions.

How to navigate your hiring process with transparency amid the flexible workforce trend. Photo via Getty Images

Houston expert: Cultivate transparency when recruiting flexible workplace positions

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How the workplace operates, especially flexible work arrangements, captivate job seekers, prompting many job listings to spotlight remote or hybrid work options. Interestingly, a significant portion of hybrid and remote workers say they would explore new job opportunities should their current employer opt out of offering remote work possibilities. These insights from Gallup underscore the paramount importance of flexible work options.

Regrettably, not every role that promotes flexible work arrangements delivers. While the labor market is fiercely competitive, especially for startups and small businesses wishing to attract top talent, some organizations are enticing potential candidates with the prospect of flexible schedules, only for these newly hired individuals to realize the actual job flexibility falls short of the initial representation.

As remote work and flexible schedules have evolved, many organizations have established sensible guidelines concerning office presence and work frequency. However, the degree of flexibility varies, and not all recruiters are forthright about these nuances during job interviews.

Candidates who find recruiters and hiring managers omitting specific details about flexible work policies often feel misled. Maintaining honesty in job descriptions – and throughout the recruitment process – is imperative to ensure a good match is found for the organization. Employers should cultivate transparency, prioritize organizational culture, and exercise thoughtful consideration of their policies.

Clarity is Key

Many prospective candidates yearn for flexible work opportunities, recognizing that some constraints may apply. A recent McKinsey survey revealed that 58 percent of Americans engage in remote work at least once a week, with 35 percent enjoying the possibility of remote work for the entire workweek. Given the wide spectrum of policies, astute job seekers acknowledge that their next employer's stance on remote work might differ from their current one.

As startups compete with larger employers for the same talent, they may be apprehensive about outlining their remote or hybrid work policies, especially if their flexibility is less generous than that of competitors. Yet, this strategy ultimately squanders time and resources, as candidates who place high value on flexibility are unlikely to take an offer that falls short of their expectations, and these perceived deceptions could tarnish the employer’s brand.

The optimal approach is to communicate policies unequivocally in the job description and address them during interviews. While excessive detail isn't necessary, job postings can concisely indicate the number of mandatory office days.

Cultivating a Cohesive Culture

Skill set and experience might align perfectly with a role, but without a compatible cultural fit, candidates might struggle. When businesses withhold key information about their flexible work policies, they undermine the trust pivotal to fostering a strong organizational culture. This approach also misrepresents the culture, which is intricately shaped by the "how" and "when" of employee work arrangements.

While it's true that candidly sharing flexible work policies could lead some candidates to self-select out of the application process due to their desire for more flexibility, the converse is equally valid. Certain candidates might prefer spending more time in a collaborative office environment and might not pursue a job that seems excessively remote-focused.

Incorporating explicit communication about flexible work policies during recruitment not only fosters understanding of these policies but also provides insight into how these policies contribute to the organizational culture. This approach aids in identifying candidates who align well with the culture, which is paramount in all stages of a company’s growth.

Evaluating the Approach

There is likely a reason why businesses withhold information about their flexible work policies. Recruiters may feel that adhering to their employer's policies could hinder their ability to attract top-tier candidates, especially if the industry standard embraces extensive flexibility. However, misrepresenting the extent of flexible work arrangements is not a viable solution. Instead, businesses should reevaluate their standards.

Each business has unique requirements, some of which necessitate a greater in-office presence. Collaborative teams or departments might benefit from face-to-face brainstorming sessions more than teams operating more independently. However, if research indicates that competing organizations offer more flexibility, businesses need to be prepared to articulate their rationale – if they have one. If they do not have a sound business reason for their position, it might be worth reevaluating their stance on it.

The crux of reevaluating flexible work policies lies in comprehending the underlying reasons for these policies and effectively communicating them to new hires and existing employees. Candidates are more likely to accept limitations on flexible work arrangements when they perceive a sound justification from their potential employer.

Embracing transparency, nurturing a strong corporate culture, and critically assessing existing policies will help organizations manage expectations surrounding flexible work arrangements, thereby attracting the right candidates for the business.

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Karen Leal is performance specialist with Houston-based Insperity, a provider of human resources offering a suite of scalable HR solutions available in the marketplace.

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New report shows surge in startup activity in Houston and across Texas

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Houston and the rest of Texas are experiencing a boom in the creation of startups.

One barometer of growth in startup activity: The Houston metro area saw a 92 percent rise from 2024 to 2025 in the number of account applications submitted to Bluevine, a banking platform for small businesses.

New data from Bluevine also shows healthy year-over-year growth in account applications submitted by entrepreneurs in Texas’ three other major metros:

  • 242 percent growth in the San Antonio area
  • 153 percent growth in the Austin area
  • 28 percent growth in Dallas-Fort Worth

Further evidence of Texas’ uptick in business creation comes from a new state-by-state analysis of U.S. Census Bureau data by digital mailbox provider iPostal1.

From 2019 to 2024, the number of new business applications jumped 60 percent in Texas, according to the iPostal1 analysis. Wyoming tops the list, with a five-year growth rate of 216 percent.

“The U.S. has no shortage of ambition, but opportunity isn’t spread evenly,” says Jeff Milgram, founder and CEO of iPostal1. “In states like New York, Florida, and Texas, entrepreneurship is booming — people are starting businesses, taking risks, and finding opportunity.”

“Other states are still catching up,” Milgram adds. “Sometimes it’s access to funding, sometimes local policy, or just the confidence that new ventures will be supported.”

Women own many of the new businesses sprouting in Texas, according to a new analysis of 2024-25 data from the U.S. Small Business Administration. The analysis, done by SimpleTiger, a marketing agency for software-as-a-service (SaaS), shows Texas ranks eighth for the highest concentration of women entrepreneurs (109 per 1,000 female residents) among all states. That rate is three percent higher than the national average.

“Women entrepreneurs are no longer a side story in small business growth; they’re a leading indicator of where local economies are expanding next,” SimplyTiger says. “When women-owned business density is high, it usually signals stronger access to customers, networks, and startup pathways that make it easier to launch and keep going.”

In a December news release, Gov. Greg Abbott highlights Texas’ nation-leading job gains over the past 12 months, driven by employers small and large.

“From innovative startups to Fortune 500 corporations, job-creating businesses invest with confidence in Texas,” Abbott says. “With our strong and growing workforce, we will continue to expand career and technical training programs for better jobs and bigger paycheck opportunities for more Texans.”

Houston poised to add 30,900 new jobs in 2026, forecast says

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Buoyed by the growing health care sector, the Houston metro area will add 30,900 jobs in 2026, according to a new forecast from the Greater Houston Partnership.

The report predicts the Houston area’s health care sector will tack on 14,000 jobs next year, which would make it the No. 1 industry for local job growth. The 14,000 health care jobs would represent 45 percent of the projected 30,900 new jobs. In the job-creation column, the health care industry is followed by:

  • Construction: addition of 6,100 jobs in 2026
  • Public education: Addition of 5,800 jobs
  • Public administration: Addition of 5,000 jobs

At the opposite end of the regional workforce, the administrative support services sector is expected to lose 7,500 jobs in 2026, preceded by:

  • Manufacturing: Loss of 3,400 jobs
  • Oil-and-gas extraction: Loss of 3,200 jobs
  • Retail: Loss of 1,800 jobs

“While current employment growth has moderated, the outlook remains robust and Houston’s broader economic foundation remains strong,” GHP president and CEO Steve Kean said in the report.

“Global companies are choosing to invest in Houston — Eli Lilly, Foxconn, Inventec, and others — because they believe in our workforce and our long-term trajectory,” Kean added. “These commitments reinforce that Houston is a place where companies can scale and where our economy continues to demonstrate its resilience as a major engine for growth and opportunity. These commitments and current prospects we are working on give us confidence in the future growth of our economy.”

The Greater Houston Partnership says that while the 30,900-job forecast falls short of the region’s recent average of roughly 50,000 new jobs per year, it’s “broadly in line with the muted national outlook” for employment gains anticipated in 2026.

“Even so, Houston’s young, skilled workforce and strong pipeline of major new projects should help offset energy sector pressures and keep regional growth on pace with the nation,” the report adds.

The report says that even though the health care sector faces rising insurance costs, which might cause some people to delay or skip medical appointments, and federal changes in Medicare and Medicaid, strong demographic trends in the region will ensure health care remains “a key pillar of Houston’s economy.”

As for the local oil-and-gas extraction industry, the report says fluctuations and uncertainty in the global oil-and-gas market will weigh on the Houston sector in 2026. Furthermore, oil-and-gas layoffs partly “reflect a longer-term trend as companies in the sector move toward greater efficiency using fewer workers to produce similar volumes,” according to the report.

Construction underway on first-of-its-kind 3D-printed community in Houston

Building a Sustainable Future

Houston is putting itself front-and-center to help make sustainable, affordable housing a reality for 80 homeowners in an innovative scalable housing community. Developer Cole Klein Builders has partnered with HiveASMBLD to pioneer what’s touted as the world’s first large-scale, one-of-a-kind, affordable housing development using 3D printing technology — merging robotics, design, and sustainability.

Located across from Sterling Aviation High School, near Hobby Airport, Zuri Gardens will offer 80 two-bedroom, two-bathroom homes of approximately 1,360 square feet, situated in a park-like setting that includes walking trails and a community green space.

Homes in Zuri Gardens will hit the market in early summer of 2026. Final pricing has yet to be determined, but Cole Klein Builders expects it to be in the mid-to-high 200s.

Interestingly, none of the homes will offer garages or driveways, which the developer says will provide a cost savings of $25,000-$40,000 per home. Instead of parking for individual units, 140 parking spaces will be provided.

Each two-story home is comprised of a ground floor printed by HiveASMBLD, using a proprietary low-carbon cement alternative by Eco Material Technologies that promises to enhance strength and reduce CO2 emissions. The hybrid homes will have a second floor built using engineered wood building products by LP Building Solutions. Overall, the homes are designed to be flood, fire, and possibly even tornado-proof.

The "Zuri" in Zuri Gardens is the Swahili word for “beautiful,” a choice that is fitting considering that the parks department will be introducing a five acre park to the project — with 3D-printed pavilions and benches — plus, a three-acre farm is located right across the street. The Garver Heights area is classified as a food desert, which means that access to fresh food is limited. Residents will have access to the farm’s fresh produce, plus opportunities to participate in gardening and nutrition workshops.

zuri gardens 3d-printed housing community First large-scale affordable housing project of 3D-printed homes rises in Houston Zuri Gardens is getting closer to completion. Courtesy rendering

Cole Klein Builders created Zuri Gardens in partnership with the Houston Housing Community Development Department, who provided infrastructure reimbursements for the roads, sewer lines, and water lines. In return, CKB agreed to push the purchase prices for the homes as low as possible.

Zuri Gardens also received $1.8 million dollars from the Uptown Tourism Bond, 34 percent of which must be used with minority-owned small businesses. Qualified buyers must fit a certain area of median income according to HUD guidelines, and homes must be owner-occupied at all times. Zuri Gardens already has an 800-person waitlist.

“They’re trying to bridge that gap to make sure there is a community for the homebuyers who need it — educators, law enforcement, civil workers, etc.,” Cole Klein Builders’ co-principal Vanessa Cole says. “You have to go through a certification process with the housing department to make sure that your income is in alignment for this community. It has been great, and everyone has been really receptive.”

Cole has also brought insurance underwriters to visit the site and to help drive premiums below regular rates for Houston homeowners, as claim risks for one of the 3D homes are extremely low.

Tim Lankau, principal at HiveASMBLD, notes that the 3D hybrid design allows for a more traditional appearance, while having the benefits of a concrete structure: “That’s where the floodwaters would go, that’s where you can hide when there’s a tornado, and that’s where termites would eat. So you get the advantages of it while having a traditionally-framed second floor.”

It’s important to note that Zuri Gardens is not located in a flood prone area, nor did it flood during Hurricane Harvey — being flood-proof is merely a perk of a cement house. The concrete that Eco Material Technologies developed is impervious. The walls are printed into hollow forms, which house rebar, plumbing, and accessible conduits for things like electrical lines and smart house features. Those walls are then filled with a foamcrete product that expands to form a “monolithic concrete wall.”

David McNitt, of Eco Material Technologies, explains that his proprietary concrete is made of PCV, and contains zero Portland cement. Instead, McNitt’s cement is made from coal ash and is 99 percent green (there are a few chemicals added to the ash). Regardless, it’s made from 100 percent waste products.

“This is a product that has really been landfilled before,” says McNitt. “It’s coal ash, and it’ll set within 8-10 minutes. It’s all monolithic, and one continuous pour — it’s literally all one piece.”

Eco Material Technologies’ concrete product is impressively durable. A traditional cinderblock wall will crush at around 800 psi, while this material crushes at about 8,000 psi.

“It’s ten times stronger than a cinderblock wall that can withstand hurricanes,” claims McNitt. “I don’t think you’d even notice a hurricane. It’ll be really quiet inside, too — so you won’t get interrupted during your hurricane party. It’s way over-engineered, it really is.”

The second story is built using weatherproof and eco-friendly products by LP Building Solutions. Their treated, engineered wood products come with a 50 year warranty, and their radiant barrier roof decking product blocks 97% of UV rays, and keeps attic temperatures 30° cooler than traditional building materials. These materials, combined with the concrete first floor, will keep heating and cooling costs low — something the folks at HiveASMBLD refer to as “thermal mass performance.”

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This article originally appeared on CultureMap.com.

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