Guidance on using AI during your job search
We recognise that AI can be a helpful tool in your job search. To ensure a fair recruitment process, we provide guidance on using AI tools:
- Authenticity and integrity: Present yourself effectively and authentically. In professional services, trust and ethical conduct are paramount. Clients rely on our integrity, and we build trust through genuine interactions. Presenting your authentic self allows us to assess if your values align with ours.
- Inclusive culture: We value authenticity. Interviews help us understand your unique experiences, skills and perspectives. We want to hear about the real you, not an overly polished, AI-generated version.
Application
AI can be used to refine and proof-read what you’ve written in an application form or CV, for example checking grammar, spelling and clarity.
Additionally, AI should not be used to generate your full response. Remember we receive a high volume of applications and want to hear about your personal experiences, skills and interests, not a copy and pasted description.
Research
Use AI to gather research about our firm, our clients and industry trends, but draw your own conclusions and demonstrate analytical skills by explaining how the research influences your interest in the role. Fact-check and proof-read to ensure accuracy.
Interview guidelines
AI should not be used during interviews. Our interviews assess essential competencies and help us get to know you. Overly scripted responses sound robotic and lack the genuine enthusisam and personality we look for. Focus on engaging in a natural conversation. We encourage candidates to be genuine, authentic and spontaneous during interviews.
How we use AI tools to assess during the recruitment process
We are committed to transparency in how we use AI in the recruitment process. AI is used to support, not replace, human decision-making. It is used by our recruiters to inform their assessment, but the final hiring decisions are always made by humans.
We do not use AI to screen CVs or applications; our recruitment team reviews every single one of them.
Specifically for our early talent programmes, we use HireVue for virtual interviews. AI assistance is only used to generate data points from the transcripts of your interview recordings, and progress through gamified assessments (e.g. it might look for keywords related to specific competencies such as ‘communication’ or ‘problem solving’). It is not used to consider your video data or any other information.
For experienced hire roles, our interviewers still take and submit full interview notes. However, our ATS (Pinpoint) uses AI to summarise these. We do not use AI for any part of the application review process.
