Combine AI with accountable decisions
Course overview · 9 min reading + 5 min practice, estimated
Assign a useful role to AI
AI can help organise notes, propose search terms and draft communications. Treat each output as something to check. A plausible statement about a candidate or company is not evidence. Preserve the original source and distinguish confirmed information from an inference.
Keep decisions explainable
Use job-relevant criteria, documented consistently. Do not infer a person’s protected characteristics or suitability from their name, photograph or personal circumstances. A human reviewer should be able to explain which evidence supports the next action. Follow your organisation’s policies for personal data and approved tools.
Measure the whole change
Compare time spent, correction rate, shortlist relevance and candidate experience before and after your change. A faster draft that creates more review work may not help. Record failures and update the process rather than hiding them behind an average time saving.
Put it into practice
Write a small improvement plan: the task, current friction, proposed AI assistance, required human review and two measures of success.
Use fictional information and keep your work in your own notes.
Sources and further reading
Original Academy teaching and fictional examples. These references provide context, not endorsement. Edition 2026.09; updated 2026-09-24.
- CIPD: Recruitment
Professional context for the recruitment lifecycle.