The Use of AI and Automated Decision-Making in Recruitment at EDF
AI and Automated Decision-making policy
The rise in AI can support multiple elements of the recruitment process. The below guidance will help you understand our position of AI use in the recruitment process.
Candidates
We recognise that candidates might wish to leverage AI through the recruitment process. While there are many ways AI can help you, it’s important to be your authentic self through the recruitment process and be aware of the AI pitfalls.
☑ Conducting research on the sector, company and role
☑ Identifying suitable job opportunities in a targeted and efficient manner
☑ Use AI tools to help develop your application in an authentic way
☑ Generating dummy interview questions for interview preparation
⮽ Mass applications for vacancies in an unspecific and untargeted fashion
⮽ Let AI overinflate your skills and experience on application
⮽ Try and let AI influence your psychometric or ability testing
⮽ Use agents on interviews, either ones that transcript the interview or provide prompts to questions
If you’re considering using AI during the assessment process as a means of support in relation to a disability, please raise this with us, so that we can discuss with you whether there are additional and/or alternative adjustments that could reasonably be implemented.
EDF Recruitment
At EDF, success is personal, and so is our approach to recruitment.
We may use technology including assistive AI, to help us manage applications efficiently and provide a fair and consistent recruitment experience (“Technology”).
For experienced hire roles, this technology may support parts of the recruitment process, but selection decisions are always made by a human.
For our Early Careers Programme, we use a combination of automated decision-making, assessment technology and human review. The information below explains how automated decision-making is used and what this means for you.
Early Careers Programme
What Technology do we use in our recruitment process?
You are required to meet the pre-requisites for the programme as specified in the job advert (such as degree discipline and grade) and we use Technology to help us identify those candidates that meet this, based on the information you provide us as part of your application.
Eligible candidates are then invited to complete online assessments designed to measure behaviours and strengths relevant to the programme. A pass score will be chosen by the EDF Recruitment Team for each assessment per programme. Only candidates that achieve this score will be progressed forward in the recruitment process. We use Technology to help us identify which candidates have passed and failed the assessment based on the pre-defined scoring.
Both of the above steps are forms of Automated Decision Making. We do not use Automated Decision Making in any other part of the recruitment process.
If you want to challenge an automated decision
If you feel that an automated decision has unfairly affected your progression in the recruitment process, you can formally contest this by:
- requesting further information from us about how the decision was made.
- providing additional information, context or correcting information that you believe should have been considered; and/or
- requesting a formal review of the decision by a member of the Early Careers Recruitment team.
You can do this by contacting us on yourfuture@edfenergy.com. To ensure we can take appropriate action in a timely manner, we ask that all requests are submitted within 5 working days from the date that we sent you an email informing you that your application for the relevant role was unsuccessful. For any requests submitted after this date, we will respond to you, but we may be unable to re-consider your application as recruitment to our programmes follows a pre-determined timeline.
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