Using AI During the Recruitment Process

1. Are candidates allowed to use AI during the recruitment process?

Yes responsible use of AI is permitted in our recruitment process. We understand that many candidates use AI tools as part of their everyday work, and we welcome thoughtful, ethical use that supports your application rather than replaces your own skills, experience, or judgement.

2. What does “responsible use of AI” mean?

Responsible AI use means:

•            Using AI as a support tool, not as a substitute for your own thinking or experience

•            Ensuring all information submitted is accurate, truthful, and reflective of your own capabilities

•            Being able to explain anything you submit or say during interviews

•            Not misrepresenting AI generated content as direct personal experience

AI should help you express yourself, not speak for you.

3. Where can AI be helpful during an application?

AI can be helpful for:

•            Improving grammar, spelling, and clarity

•            Structuring CVs or cover letters

•            Helping you reflect on your experience or identify transferable skills

•            Practising interview questions or preparing examples

•            Researching the organisation or role

Using AI in these ways is acceptable and encouraged when done transparently and thoughtfully.

4. What uses of AI are not acceptable?

AI should not be used to:

•            Fabricate or exaggerate work experience, qualifications, or achievements

•            Generate answers that you do not understand or cannot explain

•            Complete skills tests or assessments if instructions explicitly prohibit AI use

•            Bypass assessment intent or gain an unfair advantage over other candidates. Any dishonesty or misuse may result in your application being disqualified.

5. Do I need to disclose that I used AI?

In most cases, formal disclosure is not required for general application support (e.g. CV editing).

However, you may be asked:

•            How you prepared for an interview or task

•            Whether tools (including AI) were used for specific assessments

If asked, please answer honestly. Transparency is always valued.

6. Will AI generated applications be screened out?

No, we do not automatically reject applications because AI tools were used.

That said, we do look for:

•            Authenticity and originality

•            Clear evidence of your own experience and thinking

•            Consistency between written applications and interview responses

Overly generic or impersonal responses may be viewed less favourably, regardless of how they were created.

7. Can I use AI during interviews?

This depends on the interview format:

•            Live interviews (in person or virtual): AI tools should not be used unless explicitly stated

•            Preparation before interviews: AI use is fine

•            Written or asynchronous tasks: Follow the instructions provided some tasks may allow AI, others may not.  If unsure, ask your recruiter before the interview.

8. Are candidates assessed on their AI capabilities?

Unless explicitly stated, we are not assessing your ability to use AI tools.

We are assessing:

•            Your skills, judgement, and experience

•            How you think, communicate, and solve problems

•            Your ability to apply tools (including AI) appropriately in context

For some roles, discussions about AI use may form part of the conversation.

9. What if I don’t use AI tools at all?

That’s absolutely fine. AI use is optional, not expected.

Candidates are assessed fairly based on role relevant criteria, regardless of whether they choose to use AI tools in preparation.

10. What happens if AI use is misused or misleading?

If we identify misleading, inaccurate, or dishonest use of AI (for example, claiming experience you don’t have or failing to explain your own answers), this may:

•            Affect interview outcomes

•            Result in disqualification from the process

•            Impact future applications

Our aim is fairness, not policing, honesty is what matters most.

11. What’s your overall perspective on AI in recruitment?

We see AI as:

•            A tool to enhance productivity and accessibility

•            Something that should be used ethically and responsibly

•            Most valuable when paired with human judgement, integrity, and curiosity

We want candidates to succeed by showing who they really are  with or without AI.