Where it helps and where it is dangerous.
WHERE IT HELPS
Writing job descriptions and adverts Preparing interview questions Summarising applications you have read Drafting correspondence with candidates Structuring a scoring framework
WHERE IT IS DANGEROUS
Screening or ranking candidates Any decision about who progresses Assessing personality or suitability
WHY
A screening system learns from past hiring decisions, including any bias in them.
The model does not know it is discriminating. The outcome discriminates regardless.
WHAT THE LAW EXPECTS
Varies by jurisdiction, and the direction is toward requiring human involvement in employment decisions and the ability to explain them.
"The system ranked them lower" is not a defensible reason.
THE SAFE POSITION
AI helps you prepare and communicate. People assess people.
WHAT TO NEVER DO
Filter applications automatically Use AI to infer characteristics from a CV Rank candidates by a generated score
WHAT TO DO INSTEAD
Define what you are assessing, before seeing applications Score against those criteria yourself Record your reasoning
