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Responsible Use of AI in Recruitment

This page explains how AI may be used during recruitment, what safeguards are in place, and what we expect from candidates who choose to use AI to support their applications

At Blick Rothenberg, we use artificial intelligence responsibly to support parts of our recruitment process. AI may help with administration, communication and process consistency, but people remain at the centre of every hiring decision. This page explains how AI may be used during recruitment, the safeguards we have in place, and our expectations for candidates who choose to use AI when applying for a role.

Responsible Use of AI in Recruitment

Our Approach

Using AI Responsibly

At Blick Rothenberg, we may use artificial intelligence tools to support parts of our recruitment process. Our aim is simple: to make our process clearer, more efficient and more consistent, while keeping people at the centre of every hiring decision and helping every candidate experience a fair and transparent recruitment process.

We use AI carefully, transparently and only where it helps our recruitment teams do their work better. We do not use AI to make final hiring decisions.

People Make the Decisions

AI may support administration, drafting, preparation or summarising information. It does not replace recruiter or hiring manager judgement. Every hiring decision remains the responsibility of our people, who consider each candidate’s experience, skills and potential.

It is not used as the sole basis for deciding whether someone is selected, progressed or rejected.

How Blick Rothenberg May Use AI
  • Drafting or improving job adverts and candidate communications
  • Summarising information for recruitment teams
  • Supporting interview preparation and note organisation
  • Helping us improve process consistency and candidate experience
What AI Does Not Do
  • Make automated hiring decisions
  • Reject, shortlist or rank candidates without human review
  • Assess emotions, personality, behaviour or protected characteristics
  • Use voice cloning, deepfake or impersonation technology in recruitment
Fairness, Data and Oversight

We are committed to using AI in a way that supports fair treatment and respects candidate privacy. Any AI tools used in recruitment must be approved, appropriate for their purpose and subject to human oversight.

Candidate information is handled in line with our privacy obligations and applicable data protection laws. We do not enter candidate personal data into public or unapproved AI tools.

Using AI as a Candidate

We know candidates may use AI when preparing for a role. That is acceptable where it helps you prepare, check clarity or organise your thoughts. Your application and interview answers must still be accurate, honest and your own.

You may use AI to:
  • Research Blick Rothenberg, the role and the wider market
  • Improve spelling, grammar, structure or tone in your application
  • Practise interview questions and prepare examples
You must not use AI to:
  • Create false, exaggerated or misleading information
  • Complete assessments, tests or exercises unless we have said this is allowed
  • Generate live answers during interviews or conversations
  • Impersonate another person or misrepresent who you are
Our Commitment

We will continue to review how AI is used in recruitment as technology and regulation develop, including requirements under the EU AI Act. Our focus will remain on fairness, transparency, privacy and human oversight, whilst ensuring technology supports a recruitment experience that is both efficient and human.