Use of AI in our recruitment process
We know many candidates use AI to help them apply and prepare. This guide explains how to use it responsibly, so we can get to know the real you.
Our approach
We recognise that artificial intelligence (AI) can be a useful tool when applying for a role and preparing for an interview. The following explains how candidates may use AI responsibly while ensuring that our recruitment process remains fair and that we can assess each candidate’s own experience, judgment, communication and potential.
What you may use AI for
- Researching Euromonitor and preparing for your interview.
- Practising interview questions and organising examples from your experience.
- Improving the structure, wording or clarity of your CV, cover letter or application responses.
- Checking spelling, grammar or presentation.
Any information you submit must remain accurate, truthful and based on your own experience. AI must not be used to invent or exaggerate skills, achievements, qualifications or examples.
Assessments and work samples
Unless the instructions explicitly say otherwise, you should complete case studies, technical exercises, written tasks, work samples and other assessments without AI assistance. If AI use is permitted, we will explain what is allowed and whether you need to disclose the tool used and how it supported your work. If you are unsure, please ask your recruiter before using AI.
Live interviews
During a live interview, whether online or in person, we ask you not to use AI tools, real-time transcription, answer-generation tools, browser assistants, secondary devices or external support unless we have explicitly permitted this in advance or agreed it as a reasonable accommodation. We want to understand how you think, communicate and solve problems in real time.
Transparency and integrity
Where AI use is allowed, we may ask you to explain which tool you used, how you used it and which parts of the work were your own. Permitted AI use will not disadvantage you. However, misleading information, undisclosed use where disclosure is required, or use that conflicts with clear instructions may affect your progression in the recruitment process.
Human judgment
Whilst AI tools are used to support candidate assessment, hiring decisions remain the responsibility of our TA team, interviewers and hiring managers.
Privacy and confidentiality
Please do not enter confidential business information, personal data, interview content, assessment materials or other sensitive or proprietary information into public AI tools. You are responsible for checking the privacy and security implications of any tool you choose to use.
Reasonable accommodations
If you require assistive technology, AI-enabled accessibility support or another adjustment, please contact your recruiter as early as possible. Agreed use as part of a reasonable accommodation will not be treated as a breach of this guidance.
Candidate FAQs
Do I have to use AI during the recruitment process?
No. You may use AI if you choose to, within the limits set out in this guidance. Choosing not to use AI will not disadvantage you.
Can I use AI to prepare for an interview?
Yes. You may use it to research the organisation, practise questions, structure examples and prepare questions to ask. Your interview answers should reflect your own experience and thinking.
Can I use AI to write my CV, cover letter or application response?
You may use AI to improve structure, wording or clarity, provided you check that every statement is accurate and based on your own experience. You must not use it to invent skills, achievements or examples.
Can I use AI in a take-home assessment?
Only if the assessment instructions explicitly allow it. If the instructions are unclear, ask your recruiter before using AI.
Can I use AI, transcription or answer-generation tools during a live interview?
No, unless we have explicitly approved their use in advance or agreed them as a reasonable accommodation. This applies to tools on your interview device, in a browser, on a phone or on another device.
Will permitted AI use affect my application?
No. Permitted use will not disadvantage you. We assess your own experience, judgment, communication and role-relevant capability.
Who should I contact if I have a question?
Please contact your TA partner before using AI if you are uncertain about what is permitted at any stage of the recruitment process.