Tell candidates where AI is involved
Candidates deserve a specific, accurate explanation of where AI is used in recruiting and who to contact with concerns.
Clear explanations are part of a recruiting process people can trust.
Summarizing a CV, transcribing an interview and helping rank applicants are different activities. Candidates deserve a better explanation than “we use innovative technology.”
Explain the purpose of each tool, what information it uses and who to contact with a concern. It’s also an operational test. If the recruiting team can’t describe the process clearly, it isn’t ready to manage it.
The UK ICO’s 2024 audits of recruitment tools highlighted fair processing, data minimization and clear explanations to candidates. That’s UK data protection, so check each jurisdiction.
Where I’d start: map the AI-supported steps with recruiting, privacy and employment specialists. Write short, accurate explanations and a contact route that works. Check local requirements before launch.
The test: only promise human review where the process actually provides it. Warm language can’t make up for an inaccurate commitment.
Disagree? Tell me on LinkedIn. That’s where the discussion happens.