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Remember those sci-fi films where robots took over the world?

Well, AI isn't quite there yet (phew!), but it's definitely making waves in the recruitment world.

And guess what?

It's time to set your stall out and define how you expect candidates AND your hiring team to use (and NOT use) this powerful technology.

Think of it like this:

AI can be a fantastic tool for streamlining your hiring process, identifying top talent, and creating a more efficient and engaging candidate experience.

BUT, it's crucial to use it ethically and transparently.

Here's what to consider for your AI Use Policy for Recruitment:

For Your Candidates:

• CV assistance: Can candidates use AI to help write their CVs and cover letters? If so, what level of AI assistance is acceptable?
• Interview prep: Can candidates use AI-powered tools to practise interview questions? Should they disclose this?
• Assessment completion: What's your stance on candidates using AI to complete assessments or coding challenges?

For You, Your Managers and any Team Members involved in Hiring:

• Sourcing and screening: How will you use AI to identify and screen candidates? What data points will you use, and how will you ensure fairness and avoid bias?
• Communication and engagement: Will you use AI-powered chatbots or automated messaging to communicate with candidates? How will you maintain a human touch?
• Decision-making: What role will AI play in your hiring decisions? How will you balance AI insights with human judgement?

Overview:

AI picking your perfect candidate? Not quite there yet! (Though it's probably just a matter of time... 🤖) FYI - I look at every CV for each vacancy I am working on. AI has biases ingrained into it and often doesn't do a great job in shortlisting who I should speak wit on your behalf.

But here's the cool thing: AI can definitely help you design your interview process!

Think of it like this: AI can whip up interview formats and even suggest questions tailored to the role and your company. And I have plenty of tried and tested formats for you, if you fancy a copies.

Top Interview Question to explore their use of AI:

• Tell me about three recent ways you've used AI, and how it helped you achieve your goals.

Examples of how they'll respond so you can gauge their comfort with and depth of using AI:

• Productivity: "I used AI to summarise long articles, saving me hours of reading time."
• Scheduling: "An AI scheduling tool helped me coordinate meetings across time zones, freeing up my schedule."
• Learning: "I used an AI language learning app to improve my Spanish for a business trip."
• Coding: "An AI coding assistant helped me debug my code and learn new techniques."
• Marketing: "I used AI to generate creative content ideas for a marketing campaign, increasing engagement by 20%."
• Customer Feedback: "AI helped me analyse customer feedback and identify key trends for a new product feature."
• Logistics: "I used AI to create a few different travel itineraries for my family trip to Vietnam in the summer'.

🌟 Need an 'AI in our Recruitment Process' Policy?

To help you get started, I've created a couple of AI Use in Recruitment Policy templates (one for the UK and one for the USA) that you can adapt for your own needs.

Just reply to this email and I'll happily share them with you!

We know AI is here to stay. It's transforming the future of recruitment. By setting clear guidelines and using AI responsibly, you can create a more efficient, effective, and ethical hiring process.

Happy Hiring!

Helen

P.S. Need help navigating the world of AI in recruitment? I'm here to help! Reply to this email or book a free consultation here.

Let's talk!