As AI tools become more embedded in the recruitment process, there is mounting pressure on employers to be more transparent about when and how these tools are used to assess candidates.<\/p>\n
Three in 10 UK employers are already using AI in hiring, according to research by StandOut CV, representing a threefold increase since 2022. HR software providers, including Workday, Dayforce and ServiceNow, have introduced agentic AI features to help streamline the recruitment process, while LinkedIn\u2019s AI hiring assistant helps recruiters shortlist candidates.<\/p>\n
Despite the increased use of AI in hiring, there is no legal obligation to inform candidates about its use. However, disclosing where AI has been used in the process is considered best practice.<\/p>\n
What it\u2019s like to work in: recruitment<\/a><\/p>\n AI in recruitment: friend or foe?<\/a><\/p>\n What are the key considerations when using AI for recruitment?<\/a><\/p>\n Transparency is the \u201cfoundation\u201d of fair and ethical recruitment, according to Ronni Zehavi, CEO and co-founder of HR software company HiBob. \u201cCandidates should always know when AI is used in recruitment \u2013 whether that\u2019s screening CVs, analysing interviews or capturing notes. Sharing this openly isn\u2019t just about compliance, it\u2019s about respect.\u201d<\/p>\n Employers must also stay compliant with GDPR rules, which gives individuals the right not to be subject to decisions based solely on automated processing.<\/p>\n Click\u00a0here<\/a>\u00a0to explore the Future Skills stream at this year’s CIPD Annual Conference and Exhibition at Manchester Central on 5-6 November<\/p>\n \u201cBias, data quality and a lack of context can all influence outcomes \u2013 and that creates ethical and legal exposure. These tools should support hiring decisions, not make them,\u201d Zehavi added.<\/p>\n Emma de Sousa, managing director of Access Legal and Recruitment, said responsible AI use depended on \u201crobust security models that respect permissions and privacy, and oversight\u201d to ensure tools did not bypass human review or reinforce bias.<\/p>\n Keeping human judgement at the centre<\/p>\n Cosmetics company Beauty Pie is one of the businesses that has sought to make it clear to candidates how technology is used in its recruitment decisions.<\/p>\n The company revealed<\/a> that it uses Metaview, an AI notetaker that records and summarises interviews, allowing hiring teams to focus on candidates rather than taking notes.<\/p>\n Beauty Pie said its aim was to balance efficiency with a \u201chuman connection\u201d, adding that candidates would not be penalised for using AI tools in their applications.\u00a0<\/p>\n Instead, the company encourages candidates to \u201clet their experience, personality and potential shine through\u201d.\u200b<\/p>\n Jobsite Welcome to the Jungle has also sought to clarify its use of AI.\u00a0<\/p>\n Billy Williams, its vice president of engineering, said: \u201cWe use AI to help match candidates to roles and streamline interview scheduling, allowing our teams to focus on building relationships and understanding candidates\u2019 potential.\u201d<\/p>\n However, it also expects the same transparency from people applying for roles through its website. \u201cWe should tell candidates when we expect them to use AI during the interview process so they can prepare to use it in a way that enhances their work, rather than hides it,\u201d Williams added. \u201cLikewise, we must be honest about how and when we might use AI in the recruitment process.\u201d<\/p>\n This approach ensures the process remains \u201cethical, explainable and centred on people\u201d, according to Williams.<\/p>\n Why transparency matters<\/p>\n