Follow the employer’s instructions for the specific hiring stage. AI used for research or rehearsal is often treated differently from AI that writes application answers, supplies interview responses, or completes a coding test. Do not use AI during an interview or assessment unless the employer or assessment module explicitly permits it. If permitted use must be disclosed, name the tool, describe its contribution, and be ready to explain the final work.
There is no universal rule requiring every applicant to disclose every use of AI. Policies differ by employer and stage, so read the vacancy, assessment invitation and candidate-AI policy first. If the wording is unclear, ask the recruiter before using AI in the assessed part of the process.
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The rule that matters: permission and stage
Hiring teams generally distinguish between preparation and assessed performance. You may be allowed to research an organization, brainstorm questions or practise an interview, while the same employer forbids AI-generated answers during the interview itself. The Public Service Commission of Canada tells employers to state which tools and stages are allowed, and whether candidates must identify AI-generated content and its source (Canadian guidance). Guidance from Pennsylvania, Ubisoft and LinkedIn reflects the same distinction, but their rules are not interchangeable or universal.
| Hiring activity | What the published guidance says | Safe approach |
|---|---|---|
| Company research and interview practice | Pennsylvania permits generative AI for preparation such as researching the agency or practising questions. Ubisoft also permits preparation (Pennsylvania policy; Ubisoft policy). | Use AI as a study aid, then verify facts and develop your own answers. |
| Résumé, cover letter or application responses | Pennsylvania requires materials to reflect the applicant’s own qualifications, experience and work; it bars presenting generated application content as one’s own. Oxford says AI may help with research, structure or polishing but should not replace tailored, personal content (Oxford Careers guidance). | Write from your real experience. If AI materially generated text and the employer asks for disclosure, identify the tool and the sections it affected. |
| Live interview | Pennsylvania bars AI assistance for live interview responses. Ubisoft prohibits AI during interviews unless specifically allowed. LinkedIn says not to use it in a live interview unless the recruiting team has made it part of the format (LinkedIn Careers guidance). | Assume no AI during the conversation, including hidden prompts, real-time answer generators or transcription tools, unless you have written permission. |
| Coding, technical or cognitive assessment | Ubisoft and LinkedIn say AI is prohibited unless the test instructions or interviewer explicitly permit it. | Treat the test as closed-book until the instructions say otherwise. Ask before opening an AI tool. |
| Assessment with explicit AI permission | The Canadian guidance recommends specifying allowed tools, stages and disclosure requirements. A candidate may be asked to explain or elaborate on an answer. | Use only the permitted tools, preserve your prompts and edits, disclose as required, and make sure you can defend every result. |
“Usually allowed” is not a promise about a particular employer. A rule in an assessment portal overrides general careers advice, and a recruiter’s written clarification is safer than guessing.
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Why employers care about disclosure
An assessment is intended to reveal your current reasoning, communication or coding ability. Submitting work produced by an undisclosed system can misrepresent authorship and skill even when the output is technically correct. Pennsylvania’s policy says applications and interview responses must represent the applicant’s own qualifications, experience and work; it also excludes approved accessibility or accommodation tools such as screen readers from that prohibition.
Employers also need to know what they are evaluating. Ubisoft warns that submissions lacking transparency or misrepresenting AI use may be disqualified. LinkedIn says interviewers may ask follow-up questions about your thinking, trade-offs and experience. If you cannot explain a generated function, design choice or claim without the tool, the problem is not merely disclosure: the work does not demonstrate your competence.
A decision path before you use AI
- Read every instruction. Check the job posting, application form, assessment invitation, candidate handbook and any pop-up shown when the test starts. Look for terms such as “generative AI,” “assistive tools,” “external resources,” “automated coding assistants,” “proctored” and “disclosure.” Save a copy of the wording and note its date because policies can change.
- Classify the activity. Mark it as preparation, application drafting, asynchronous work sample, live interview, take-home coding task, timed coding test or a specialized assessment. Do not infer that permission in one stage carries into another.
- Identify the actual contribution. Distinguish spelling or formatting help from generated paragraphs, code, test cases, analysis, images or answers. A tool that proposes a complete solution has made a material contribution even if you edited the result.
- Check permission at the narrowest level. “AI is allowed” may still mean only a named tool, only brainstorming, or only a particular module. For coding, use AI only when the assessment or interviewer explicitly says it is permitted, as LinkedIn advises.
- Ask when uncertain. Send the recruiter a concise question before the assessed stage: “May I use [tool] for [specific task] during [assessment name], and what disclosure format do you require?” Keep the response with your application records. Silence is not permission.
- Protect the material. Do not paste confidential prompts, proprietary code, personal data, customer information or secure test content into an unapproved service. The Canadian guidance specifically warns employers to prohibit submission of secure test material to unsecured AI tools.
- Prepare to explain your work. Keep notes on what the tool suggested, what you changed, which tests you ran and why you accepted or rejected recommendations. Follow-up questions can expose unsupported claims quickly.
- Disclose in the requested way. If the employer asks for a statement, identify the tool, the affected content and your independent review. If no disclosure is requested but the use was material and the policy emphasizes transparency, a brief voluntary note is safer than allowing the employer to assume you wrote everything unaided.
Using AI while preparing an application
Research and brainstorming
Using a chatbot to summarize an employer’s public mission, generate practice questions or suggest a résumé structure is preparation, not proof of your qualifications. Verify every factual claim against the employer’s current website and the vacancy. Oxford advises applicants to check each target company’s stance, preserve personal detail and avoid generic AI-heavy applications that hide their interests, skills and motivations.
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Résumé and cover-letter drafting
Start with your own employment dates, projects, metrics and responsibilities. Let a tool flag repetition, grammar or unclear structure only after the facts are yours. Never let it invent a job title, certification, performance number, client, publication or technical skill. Pennsylvania’s policy specifically prohibits using AI to misrepresent information or generate application content presented as your own.
When a disclosure helps
If the instructions request disclosure, or if AI supplied substantial wording or analysis, use a factual note rather than an apology. State the product or model, the task, the material affected and your review. For example: “I used an AI writing tool to suggest an outline and identify grammar issues in my cover letter. I supplied all examples and employment facts, rewrote the final text, and verified each claim.” Adapt the wording to the employer’s form; this is practical guidance, not a universal mandated template.
Coding assessments need the strictest reading
Timed or proctored tests
Assume external assistance is prohibited unless the platform explicitly lists an AI assistant or the recruiter grants written permission. Opening a second device, copying a hidden prompt into a chatbot or using an autocomplete extension can violate the same rule as asking for a finished solution. A correct answer does not cure a process violation.
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Take-home and repository tasks
Read the README, invitation and submission checklist for restrictions on external code, generated tests, documentation and commit history. If AI is permitted, ask whether the allowance covers code completion, debugging, architecture suggestions, tests and documentation separately. Keep generated code reviewable: understand dependencies, run the project, write or inspect tests and remove secrets or telemetry you did not authorize.
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Live coding and technical interviews
Do not use a hidden assistant, real-time transcription or answer generator. The interviewer is evaluating how you reason aloud, clarify requirements and respond to feedback. LinkedIn’s candidate guidance says AI for coding or specialized assessments is appropriate only when the interviewer or module explicitly indicates permission; Ubisoft gives technical and coding tests as examples of assessments where AI is generally barred.
If AI is explicitly allowed
Follow the scope exactly. The employer may permit a named assistant for a debugging exercise but forbid generation of the initial solution. Record the tool and prompts if requested, mark generated sections, and expect to explain trade-offs, limitations and security implications. The Canadian guidance says employers may require candidates to identify AI-generated content and its source and to elaborate on their answers.
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What to disclose, and what not to claim
- Name the tool. Give the product or model and, when requested, its version or access mode.
- Describe the task. Say whether it helped with research, outlining, editing, code completion, debugging, tests or analysis.
- Identify the affected material. Point to the résumé section, answer, file or function rather than saying only “I used AI.”
- State your independent work. Explain what you supplied, checked, rewrote, tested or rejected.
- Be able to reproduce the reasoning. Follow-up questions should be answerable without reopening the tool.
Do not claim AI-created experience, qualifications, portfolio work or assessed performance as your own. Do not describe a generated project as evidence of a skill you have not practised. Do not imply that disclosure makes prohibited use acceptable; permission comes first.
Privacy, confidentiality and accessibility
Before entering text into any service, check whether it is approved for employment data and whether prompts may be retained or used for training. Oxford advises caution with personal and confidential information and with other people’s intellectual property. Never upload a secure test, non-public source code, customer records, identity documents or another person’s résumé without authorization. If you need an accommodation, ask the employer which assistive technologies are approved. Pennsylvania expressly distinguishes approved accessibility tools, including screen readers, from generative AI used to create answers.
How much AI use is common?
Oxford Careers Service’s Annual Employer Survey, conducted in May 2025, reported that 15% of respondents said they allowed or encouraged AI tools in the application or assessment process, while half answered “No.” This is a survey of recruiters who responded to Oxford’s question, not a census or estimate of all employers. It shows why you should not assume either universal permission or universal prohibition.
Do not confuse hiring rules with other application policies
UK Research and Innovation’s policy for funding applications says applicants should be transparent when generative AI was used and records an update dated 6 July 2026 (UKRI policy). That is a research-funding policy, not a general rule for job applicants. It can illustrate a disclosure model, but your employer’s instructions control a hiring application or coding test.
Common situations and the safest response
| Situation | What to do |
|---|---|
| The posting says nothing about AI. | Use AI for private preparation only. Ask the recruiter before using it to draft submitted answers or complete an assessment. |
| You used a grammar tool on a résumé. | Check whether the employer asks for disclosure. If it does, identify the tool and limit of its assistance; keep all facts and achievements your own. |
| The coding portal says “AI allowed” but gives no limits. | Ask which tools and tasks are allowed, whether disclosure is required and whether prompts or logs must be submitted. Do not start until clarified. |
| You already used AI on a test and now see a no-AI rule. | Stop using it, do not conceal the use, and contact the recruiter or assessment administrator promptly. Accept that the employer may invalidate the attempt. |
| An AI detector flags your writing. | Provide drafts, notes, version history and an honest account of your process. Detection scores are not proof: Canadian guidance warns that reliability may be questionable and false positives can have serious consequences. |
The practical test is simple: could you comfortably tell the employer exactly where and how you used AI, and defend the resulting work without it? If not, do not use the tool in that stage.
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