The use of AI in Recruitment at EDF

The use of AI in Recruitment at EDF 

The rise in AI can support multiple elements of the recruitment process. The below guidance will help you understand our position on 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.

AI can help you:

☑ Conduct research on the sector, company and role

☑ Identify suitable job opportunities in a targeted and efficient manner

☑ Develop your application in an authentic way

☑ Generate dummy interview questions for interview preparation

AI shouldn’t be used to:

⮽ Make mass application for vacancies in an unspecific and untargeted fashion

⮽ Overinflate your skills and experience on application

⮽ Influence your psychometric or ability testing

⮽ Use agents on interviews or assessment centres, either ones that transcript the interview/task or provide prompts to questions/tasks

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 

We use technology through the recruitment process to support efficiencies and maintain a positive experience. While AI supports some of our processes, selection decisions are made by humans – recruiters and hiring managers within our team. You can be assured of a human intervention when applying for a role at EDF. 

We also work hard with our technology and assessment partners to ensure we understand and evolve the impact of AI usage throughout the recruitment process. 

At EDF we have a strong focus on cyber security, with an AI governance group that are continually monitoring our position on AI usage. You can find out more about EDF here.