Use of AI in the Hiring Process

Your Guide to Artificial Intelligence (AI)

Over the past few years, Artificial Intelligence (AI) systems have become ever more integrated into our daily lives. They are becoming increasingly good at things that used to require human intelligence, like recognising speech, making decisions, identifying patterns, generating content, and even understanding natural language.

Tools like Chat GPT, Copilot, Gemini and others are probably already helping you in many aspects of your life.
More and more, employers across different industries are noticing that job applicants are using AI tools to help them complete an application.

At Admiral, we appreciate you may wish use of AI to enhance your application, prepare for interviews, and gain insights into the job and company. However, it's crucial to use AI ethically and responsibly, ensuring that the final application reflects your own unique skills and experience. We want to know who YOU are, because you’re brilliant.

Do's and Don'ts of Using AI in Job Applications

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- Use AI to brainstorm and gather information.

- Personalise the outcome. Make sure the content reflects your real-life experience, voice and personality.

- Articulate your own thoughts and examples. We want real honest people over perfect applications.

- Fact-check everything. Make sure all information (skills, dates, job titles and content) is accurate and true to you.

- Let AI help you create questions and help you format your examples into a STAR format.

- Learn how AI tools work. Understand its strengths and limitations so you can use them wisely and avoid common mistakes.

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- Don’t copy and paste answers without editing. Employers can tell when responses sound generic. Also, we want to know who YOU are, not who AI interprets you as.

- Don’t lie or exaggerate. AI will likely add things that sound good but aren’t true. Keep your application true to you.

- Don’t forget to proof read. Mistakes happen, even with AI. Double check before you submit.

What are the benefits to using AI?

- AI can refine your writing by correcting grammar, enhancing tone, and ensuring your application sounds more polished

- Supports applicants who are neurodiverse or speak English as a second language

- Provides a solid foundation to begin with

- Sparks creativity – AI can assist in discovering innovative ways to articulate your skills and experiences

What are the risks to using AI?

- Factually incorrect outcomes can be generated

- Discriminatory outcomes can be generated (e.g. gendered images or text)

- Similar outputs to other candidates can be produced meaning you don’t stand out

How do we know when AI has been used?

- Generic or overly polished answers

- Lack of personal detail

- Repetitive phrasing or structure

- Mismatched tone or voice

- Overuse of buzzwords

What AI can't do as well as you

- Research the role and organisation as effectively

- Add your own personal touch

- It has limitations in writing style, we want you to be authentic

Using AI intentionally

We welcome you to use AI tools to support your application if you choose. Your use of AI won’t affect how you are assessed. However, if you do decide to use it, we encourage you to use it thoughtfully and effectively.

Authenticity matters to us. We want to get a sense of you - your voice, your thinking, your personality. AI generated content can come off as generic and impersonal.
Writing your own CV and application also helps you reflect on your experiences and achievements, which is valuable when preparing for interviews.

Using AI for research

AI can help you research the role, our company, and its culture. Use AI to identify key skills, understand the company's priorities, and tailor your application accordingly. 

Just remember to double-check any facts or information that an AI tools give you, as it can be unreliable with certain types of data.

How to Leverage AI in the Recruitment Process

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AI can be a very valuable tool when applying for jobs, if used thoughtfully. It can help with gathering information, conducting research and staying up to date on market trends - all of which can help tailor your application to the role.

It can also help you articulate your own thoughts and examples more clearly, check your grammar and the

overall readability to make sure your application comes across well.

However, it’s important not to rely on AI to generate lists of your skills and experiences as this can come off as impersonal, and might also be inaccurate. Also, avoid using AI to polish your entire application as we’re looking for authenticity. We want to get to know the real you, through your genuine voice and perspective.

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Use AI as a valuable preparation tool to help structure your real-life experiences using the STAR (Situation, Task, Action, Result) format. AI can also help by generating mock interview questions, giving you a chance to rehearse and refine your answers.

However, avoid relying on AI to create experiences for you - your stories should be authentic and personal to you as genuine examples resonate far more in interviews.

How we use AI at Admiral

At Admiral, we intentionally choose not to incorporate AI into our selection process.

We believe that recruitment requires a personal interaction, empathy and a true understanding of each candidate's potential. By relying on traditional methods, we ensure that every candidate is evaluated thoroughly, not just through algorithms or automated systems.

Our focus is on building genuine relationships and understanding the unique qualities and experiences that make everyone a good fit for our company culture. This approach allows us to make more thoughtful and informed hiring decisions, with an emphasis on human connection and judgment.

We may use AI to note-take during interviews, allowing the interviewers to focus their attention and efforts on the interview itself, giving candidates a better experience. In instances where we intend to use AI to transcribe interviews, we will adhere to the following principles;

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Transparency

We will inform you (our Interviewees) in advance that transcription is being used and give you the chance to opt out.

Accuracy Check

A human will review the transcripts to correct any AI-generated errors.

Retention & Access

Transcripts will be stored securely, with access limited to those who need it, and a clear retention period defined.

Comfort & Consent

Interviewers are advised to check in with participants post-interview to ensure they felt comfortable with the transcription process.