Employers can make remote interviews fairer by stating what candidates may do with AI before each assessment stage, asking consistent job-related questions, providing accessible ways to participate, and checking whether scores or hiring outcomes show unexplained differences. There is no single AI-use rule that fits every job or jurisdiction: the policy should measure the skill the employer actually needs and be clear enough to apply consistently.
Set a clear AI policy before the interview
Decide what is allowed at each stage, rather than relying on a broad instruction such as “do your own work.” Explain the boundary, whether candidates must disclose AI use, and what may happen if a rule is broken. The Public Service Commission of Canada recommends communicating clear rules and consequences and confirming candidates understand them. Its guidance is for the Canadian federal public service, not a universal legal standard: Artificial intelligence in the hiring process.
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| Stage | What the policy should clarify |
|---|---|
| Preparation | Whether candidates may use AI to research the employer, practise answers, or organize their thoughts. |
| Written application | Whether AI may help draft or edit application materials, and whether disclosure is expected. |
| Take-home work | Which tools are permitted, whether their use must be described, and whether the candidate must explain or verify AI-generated work. |
| Live interview | Whether candidates may consult AI during the call, use transcription or note-taking tools, or receive real-time answer suggestions. |
| Practical exercise | Whether AI is part of the task, what tools and resources are allowed, and what capability the exercise is meant to assess. |
Make the instructions easy to find in the invitation or assessment brief. Include the interview format, expected duration, technology requirements, evaluation criteria, and a contact route for questions or accommodation requests. If rules differ by stage, state the difference directly.
Choose a rule that matches the skill being assessed
Whether candidates should be allowed to use AI during a job interview depends on the job and the purpose of the assessment. Compare policy options against the capability being tested, candidates’ access to tools, clarity and enforceability, and whether the resulting scores will be meaningful.
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| Approach | When it can fit | Safeguards to consider |
|---|---|---|
| Allow AI | Using AI is relevant to the role or reflects the way the work will be done. | Tell candidates which tools they may use and assess how they prompt, check, and apply outputs—not just whether an answer sounds polished. Consider differences in paid access, equipment, language options, and technical experience. |
| Restrict AI | Some assistance is compatible with the assessment, but particular tools or real-time help would undermine what it is meant to measure. | Define the permitted and prohibited uses, stages, and any disclosure requirement. Avoid rules whose boundaries candidates cannot reasonably understand. |
| Prohibit live assistance | The assessment is intended to measure independent reasoning or unaided communication in the moment. | Say so before the interview and use a task that genuinely measures that ability. Distinguish prohibited answer-generation assistance from approved accessibility tools. |
Preparation and live assistance need not have the same rule. For example, Pennsylvania’s candidate-facing policy permits preparation with generative AI but prohibits its use to assist during the interview, while distinguishing approved accessibility tools. That is an example of one jurisdiction’s policy, not a rule for employers everywhere: Commonwealth of Pennsylvania employment policies.
Make the assessment structured and job-related
Structure reduces the room for inconsistent impressions to drive decisions. The UK government’s interview guidance, published 4 March 2026 and applicable to England, Scotland and Wales, says fair, structured interviews can help improve hiring decisions by reducing bias: Use fair and structured interview techniques.
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- Define the job requirements. Identify the knowledge, skills, and behaviours the interview or exercise must assess. If AI use is part of the job, include it deliberately; if it is not, do not let fluency with a particular tool become an unannounced test.
- Prepare the same core questions. Ask candidates the same predefined job-related questions in the same order. Use agreed scoring criteria that describe what stronger and weaker evidence looks like.
- Train interviewers. Explain the rubric, the AI policy, accommodation arrangements, and how to distinguish relevant evidence from personal impressions.
- Score independently before discussion. Where practical, use a panel and have interviewers record their ratings before comparing views. This reduces the risk that an early opinion anchors the group.
- Use consistent follow-ups. Ask clarifying questions or use a short, job-relevant scenario to understand the candidate’s reasoning and experience. Apply comparable opportunities to elaborate across candidates.
CIPD’s manager guidance reports a study in which using a rubric was associated with a 21% increase in the likelihood that Black women would be selected for a role. This is a result from the cited study, not a guaranteed effect of rubrics in every hiring process: CIPD People manager guide: Inclusive recruitment.
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Remote interviews can introduce practical barriers unrelated to a candidate’s ability to do the job. Consider scheduling flexibility, reliable equipment and internet, a quiet place to join, language needs, and reasonable adjustments. Tell candidates how to request an adjustment and, where feasible, keep scheduling and accommodation details separate from panel decisions.
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- Offer workable interview times and reasonable adjustments.
- Explain the platform and technology expectations in advance, and provide an alternative when a particular tool or setup is not essential to the role.
- Make sure remote candidates receive equivalent questions, time, scoring criteria, and opportunity to clarify answers.
- If candidates can choose remote or in-person interviews, review outcomes by interview mode. CIPD cautions that in-person candidates may be inadvertently favoured.
Accessibility tools should not be treated as misconduct simply because they use AI or assistive technology. The policy should distinguish an accommodation—such as an approved tool that enables participation—from an unapproved tool supplying answers, and provide a practical way to discuss adjustments.
Do not use visual cues as proof of AI use
A pause, gaze direction, speaking style, or an answer that sounds polished does not establish that a candidate used prohibited AI assistance. The sources cited here do not establish how common covert assistance is in remote interviews or identify detection methods that reliably distinguish it without false positives.
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Instead of treating appearance or intuition as evidence, use the disclosed policy consistently. If an answer needs clarification, ask a relevant follow-up or invite the candidate to explain their reasoning, choices, or experience. Make decisions against the same job-related criteria used for other candidates.
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Track participation, assessment scores, progression, and hiring outcomes by relevant groups where lawful and appropriate. Investigate unexplained differences by reviewing whether the criteria are job-related, the assessment measures what it claims to measure, and the process gives candidates a fair chance to demonstrate the required ability.
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In the United States, the EEOC’s Uniform Guidelines Q&A treats interviews as selection procedures and discusses adverse impact and validation considerations. It describes the four-fifths (80%) selection-rate comparison as a rule of thumb for identifying selection rates that may differ substantially—not as a stand-alone finding of unfairness or a universal safe harbor. Employers should consult the guidance in context: EEOC Questions and Answers on the Uniform Guidelines.
AI-based hiring tools also raise disability concerns. The EEOC and U.S. Department of Justice warn that algorithmic tools may screen out qualified people with disabilities or elicit disability or medical information, and say employers should have a process for reasonable accommodations when using such tools. This guidance concerns U.S. federal law; employers must also check applicable state, local, and other national requirements: EEOC and DOJ warning on disability discrimination.
CIPD’s 8 November 2024 employer guide reported that 28% of UK employers trained all interviewers on legal obligations and objective interview practice; fewer than one fifth tested job-ad wording to remove bias (18%) or checked that tests were valid, reliable, and objective (17%). These are UK employer research figures reported by CIPD, not global rates: CIPD Inclusive recruitment: Guide for employers.
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Keep jurisdiction-specific rules in context
The examples above have different scopes: the EEOC materials address U.S. federal guidance and law; the GOV.UK interview guidance applies to England, Scotland and Wales; the Public Service Commission of Canada guidance concerns the Canadian federal public service; and Pennsylvania’s page describes that Commonwealth’s policy. None establishes a universal legal rule for every employer or location. Check the requirements that apply where the job is based and where candidates are assessed.
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