Digital technologies, tools, and systems are rapidly developing and evolving, transforming how we live, work and interact. Amongst these, Artificial Intelligence or AI as it is more commonly referred to, has gained the most attention. One type of AI, known as generative AI refers to algorithms that can be used to ‘generate’ new content.
Generative AI is being used to create a wide range of content including text, images and videos, and as such individuals are using it in various settings and scenarios. It has become apparent that it is being used by applicants during the recruitment process, to support content within job applications, and to answer questions during job interviews.
Whilst it can be used in a helpful and supportive way, it does raise understandable concerns if it is being misused. We have provided initial advice and support to help guide both applicants and employers.
Guidance for applicants
We recognise and acknowledge that applicants are more frequently using AI, and whilst it can play a supportive role in the recruitment process, you need to be very careful in how you apply its use. To support you to navigate this space, we have provided examples of scenarios in which AI use may be acceptable, and when it would be considered unacceptable. Please note, this is not an exhaustive list, and reference to existing relevant professional standards and codes of conduct should also be applied where appropriate.
Acceptable use
- As an editor to help you structure your own ideas in a clear way
- To help structure your application
- To suggest potential themes to consider in relation to the job opportunity
- To help you think of examples that showcase your skills
- To research and understand the employer and role or learn about the culture and values of the organisation
- To facilitate research into the employer, profession or specialist area to add to your existing knowledge
- To review for adjustments in spelling and grammar, and for review of clarity and readability
- Access mock interview questions or scenarios to practice and prepare in advance of an interview
Unacceptable use
- To misrepresent knowledge, skills, experience or capabilities
- Directly copying and pasting AI generated or pre-existing documented generic responses or statements without editing them
- To support completion of personality or learning style assessments or any other tests that require individually tailored responses
- To generate answers to questions or scenarios presented during a live or pre-recorded interview
- Using any data which may be considered sensitive within any AI tools
Important reminder
A job application and interview are opportunities for you to highlight your unique experiences, perspectives and personality, and make yourself stand out. You want to be yourself, and highlight your genuine skills and experiences. Ultimately, if you require the use of AI to generate content for an application or to provide answers for you during interview, for the purpose of misrepresentation, whether this relates to your qualifications, knowledge, skills or capabilities, then you should carefully consider whether the job you are applying for is right for you.
At all times, it is important to remember to:
- Always write a true, honest and personal account.
- Be ready to talk and elaborate on what you’ve written
- Check your supporting statements align with your actual experiences
- Ensure that you sound like you, not a generic applicant
- Remember that AI should not replace your own critical thinking and creativity
Guidance for employers
With the use of AI within the recruitment process increasing, it is important for employers to acknowledge and adapt to this. The ‘guidance for applicants’ section highlights situations in which AI can be appropriately used by applicants. However, it is recognised that, unfortunately, there are instances where AI is being inappropriately used, and employers need support to recognise and navigate this. As such, NHS Employers have developed the resource ‘Guidance on the use of artificial intelligence in candidate applications’. The guidance includes:
- Tips on how to spot the use of AI
- How to respond if AI has been used
- Tips on how to discourage or deter AI use
- An outline of the positives/benefits to its use
- Tips for handling excessive volumes of AI-generated applications.
We would recommend any member of the dietetic workforce who is involved in recruitment to familiarise themselves with this guidance.