At Slalom, we recognize the evolving role of AI in recruitment processes and are committed to using it responsibly. We regularly review our approach to AI to ensure compliance with current legislation and to mitigate potential biases. The following outlines how Slalom incorporates AI into our hiring processes, as well as guidance for candidates on using AI during their application journey with us.

How Slalom is Using AI in Our Hiring Practices

A Human-Centric Approach to AI

At Slalom, we view AI as a tool to enhance, not replace, human judgment in our hiring processes. We believe in the power of human potential and use AI to support our teams in making more efficient and informed decisions.

Content Creation and Curation

• Job Descriptions: Our hiring managers and recruiters may use AI to draft initial versions of job descriptions. These drafts are then refined to ensure accuracy and inclusivity, with significant input from our individual team members.
  
  
• Interview Questions: AI assists our recruiters in generating relevant interview questions. These questions are carefully reviewed and adjusted by our team members to align with the skills and attributes we seek in candidates.
  
  
• Sourcing Messages: AI tools help us craft engaging messages for potential candidates, but these messages are always personalized with human insights to resonate with our audience.

Interview Transcription and Summarization

• With the consent of both candidates and interviewers, we use AI to transcribe and summarize interviews. This process aids in reducing reliance on manual note-taking, streamlining feedback collection, and minimizing potential biases or delays.

Guidelines for Candidates on Using or Not Using AI During the Hiring Process

Be Authentic, Be You

We value the unique abilities and perspectives each candidate brings to Slalom. Our interview process is designed to uncover your genuine skills, experiences, and thinking. We encourage you to showcase your authentic self, not an AI-generated version.

Preparation vs. Performance

We understand and encourage the use of available resources, including AI, to prepare for interviews. However, during live interviews, we ask that you refrain from using AI to generate or reference responses unless specifically instructed or agreed upon. We are interested in your real-time problem-solving and communication skills.

Policies for Different Interview Stages

• Application Materials: It's acceptable to use AI to assist in creating your resume or cover letter, but ensure these materials accurately reflect your qualifications and experiences. Misrepresentation, intentional or otherwise, can lead to disqualification.
  
  
• Live Interviews: Our interviews are designed to assess skills relevant to the role. We expect you to engage without relying on AI-generated answers. If detected, unpermitted use of AI may result in disqualification.
  
  
• Assignments and Assessments (where applicable): We want to see your original ideas and conclusions. While researching is encouraged, ensure that your submissions reflect your own synthesis and perspective, avoiding over-reliance on AI which may lead to generic results.

Open Communication

If you have any questions about our AI policies during your interview process, speak with your interviewer about it or please reach out to your Talent Acquisition partner. We're here to support you every step of the way in this journey.