While every media outlet and conference stage was busy treating AI like the second coming of sliced bread, I had a hunch where it was headed. The fancy technology and AI “solutions” weren’t just for Silicon Valley anymore. They were for everyone. Yes, that included candidates. I was just waiting for them to start using AI, too.
As the “101 Ways To Use AI In Recruiting” webinars made the rounds, candidates started using AI to apply for jobs in droves. Now the recruiters weren’t so excited about AI. The results of posting AI-generated job descriptions to attract AI-generated resumes? Junk. It was pretty clear that’s not a pipeline - that’s an echo chamber with better spelling.
Now recruiters are wrestling with the side effects: resume volume, questionable originality, and a fresh debate about whether candidates should use AI at all. The kicker? Some of the same people who reject candidates for using AI also brag about wanting hires who are “fluent in AI.” That’s like refusing to hire a driver because they used their license to get to the interview. And yes, it’s exactly as backwards as it sounds.
It All Comes Down To Communication (Duh)
The real problem here is a lack of communication about the AI policy, not the AI. I can say without hesitation as a writer in the world of recruiting that this is the same problem we have always had with a tech twist. Recruiting teams broadly don’t communicate expectations - whether it’s what they expect in an application, the interview, or even after people get hired - then they get mad when someone doesn’t follow their expectations. You know, the expectations that were never communicated. Over one quarter (27%) of US candidates say they’ve never seen or received an employer policy on using AI tools.
That gap between expectations and reality costs organizations a lot of money in wasted time across the entire hiring process. Nearly three in every four (72%) job seekers in the US have experienced a “bait and switch” during the hiring process" according to the new Greenhouse Workforce & Hiring Report.
60% of applicants drop out of applications due to cumbersome forms or misalignment with expectations, 30% of employees quit within the first 90 days, with 43% citing that their role didn't align with expectations. That’s just the data we have broadly accessible. The costs at a singular role level add up daily when we backfill with estimates suggesting that for every 30 days a role is open, you’re losing ⅓ of their salary every month.
We can’t let everything else change in recruiting without changing the way we communicate. It will only deteriorate trust in us and our systems even more, leaving them useless. Then what?
What Goes Into The Interview Guide For Candidates Using AI?
Let’s start off this new chapter in recruiting technology by actually setting and communicating expectations about how to use AI. Optimizing and editing your interview guide is the best place to start.
What should the guide include? A few things:
- What are the acceptable uses of AI? What are the unacceptable uses? Please do not use words like “process” here. Be explicit. “No AI use during phone screens, but you can use it for any presentation work,” for example.
- Where is AI used in your recruiting? How are you using AI to screen candidates? Tell them upfront.
- Address concerns like bias. If you want to build trust in your system, you need to address objections. Bias is the big one when it comes to AI. Make it clear how you are making sure bias isn’t part of your procedure.
- Provide access to a human. This is mandatory. You have to add some place where they can submit questions to a human for two reasons. First, advice isn’t one size fits all. AI is new. They will have different questions. Second, because this is great intel for you later regarding what needs to be changed or explained better in the current version of your AI use policy. This isn’t going to be another stale document. Audit and make updates at least once every 6 months.
Looking for examples? Here are a couple favorites:
- Anthropic. https://www.anthropic.com/candidate-ai-guidance
- Greenhouse. https://www.greenhouse.com/guidelines-for-using-ai-in-our-interviewing-process
Be sure to share the document with candidates before every interview. Yes, really. When sharing the information, don’t just add it as an attachment. Explain why you have it there (“this will tell you the acceptable uses of AI”) and offer to answer any questions. Emphasize how important it is and that it is a deal breaker if they work outside these guidelines on their attempt to get hired. And, check out Greenhouse's recruiter's guide to bring simplicity back to hiring.
Just don’t let anyone get fired before they even get hired because you didn’t set any AI interview expectations.
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