There’s something really unsettling to me about the fact that we’re using AI to make hiring decisions when most people still think online candidate experiences are a “game” they can “beat.” I’m not sure exactly when it happened. In the last 50 years, the application process went from a visit to a front desk to a digital obstacle course. At least that’s how applicants talk about it.
The sentiment is obvious in the vocabulary candidates choose to describe the job search - phrases like “game the system” and “trick” come up a lot. It’s clear that the people applying to jobs believe they can “win.” Why? Because candidates never got a copy of the rules or guidelines for how to play. They have always had to guess.
Now, AI is helping job seekers increase their odds of winning this candidate experience “game.” Candidates have more tools than ever to complete applications and discover new jobs. Then, recruiters changed the rules again. They’re auto-rejecting people for using tools that give them a shot without disclosing new guidelines to candidates about using AI in the interview, leaving them to guess how to win all over again.
What To Cover In Your Guidelines For AI In The Interview
There are 2 sides that need to be covered in your guidelines for how to use AI in the interview process: the explicit communication of how candidates can use AI and how your team will use AI in the hiring process to make decisions.
The explicit communication of how candidates can use AI is important because we don’t want a qualified candidate to get rejected for using technology to their advantage. It’s more than a little contradictory to reject candidates for using a tool you require on the job post. The best examples of this are explicit about dos and don’ts. For example, I like how the example from Greenhouse featured below tells folks AI use is ok if they disclose when they are using AI.
Guidelines should also cover how your recruiting team is using AI in the process. That means listing out everything from creation of the job post to the final decision. Tell them where AI is used. This is not just a guideline, but a trust building exercise at this point. 77% of candidates are worried their resumes will be filtered out before reaching a human reviewer. This is one way to calm that fear and help people show up as their best selves. Explain everything - especially any step that requires scoring or a decision. Don’t be scared to tell people how they will be scored.
Examples Of Guidelines For Using AI In The Interview Process
The second step is to consider when and in what format you want to deliver this information to applicants. I would suggest a page that’s on your careers site and a step in your application process where you mention these guidelines explicitly. In the best case scenario, I would make them check a box that says they read them before submitting the application.
When I write a new guideline, my first step is to look at what already exists. Here are a few I found (and some that were shared with me) in my research for this article.
I love the language they give to candidates about their AI use and that comprehensive outline of how they use AI in the hiring process? *chefs kiss*
The “do this, not that” lists are really explicit. They did a great job of creating clear boundaries for job seekers to follow.
I don’t know if this is best in class but I had to share because, ironically, they tell you not to use their tool to complete any assessments. I will give them credit on clarity. The chart where they go step by step through the process with a yes/no on AI use is easy to understand.
I am a forever fan of that recruiting team. They are doing some really smart stuff. What I love is that they added a column to the candidate guidelines re: why that approach matters.
Take a look at how other companies are writing guidelines for using AI in the interview process, define an approach that aligns with your team's process, and get yours published before the end of the year. Being transparent about AI expectations now builds trust with potential hires from day one. There is no single right answer, but leaving candidates to guess is a guaranteed way to fall behind while everyone tries to win.
