AI may be used by applicants and employers during recruitment.
Employing bodies remain responsible for ensuring recruitment processes are fair, transparent, non-discriminatory and compliant with data protection requirements.
AI-Generated Applications
Candidates may use AI tools to assist with CVs, application forms and covering letters (e.g. for improving grammar or spelling, or structuring written responses). This should not, by itself, be viewed negatively. Selection decisions should focus on the candidate's skills, experience and suitability for the role.
Using AI to Screen Candidates
AI may assist with administrative tasks, but recruitment decisions should always be reviewed and made by people. AI should not be used as the sole basis for shortlisting, ranking or rejecting candidates. Care should be taken to ensure that any AI-assisted process does not disadvantage applicants with protected characteristics or those requiring reasonable adjustments.
Data Protection
Candidate information must be handled securely and in accordance with data protection requirements.
CVs, application forms, references and interview notes should not be uploaded to public AI tools unless appropriate safeguards are in place.
Good Practice
Employing bodies should:
Ensure human oversight of all recruitment decisions.
Consider equality, diversity and inclusion impacts when using AI.
Protect candidate confidentiality and personal data.
Be transparent about any significant use of AI in recruitment.
Ensure recruitment practices reflect Methodist values of dignity, fairness and respect.