Is AI screening allowed?

In many places yes, with conditions. Rules on automated decisions and on AI in recruitment differ, so check the law where you hire.

Should I tell applicants the scores?

Many employers do not share scores. Be ready to explain the process and to give feedback if applicants ask.

Can a small business do this without a lawyer?

Many do, by keeping the process simple: a human decision, clear information and minimal data. For uncertain cases, take advice.

AI interview screening: a fair-process checklist for small teams

Last updated 7 November 2026

Using AI in hiring brings real benefits and real risks. It can give every applicant the same first conversation; it can also be unfair if it is used without care. This checklist is general guidance for small teams, not legal advice. Rules on AI and automated decisions in hiring differ by country (for example, there are specific rules in the European Union), so check what applies where you hire and ask a professional if you are unsure.

1. A person decides

Do not reject anyone only because of a score. Use the AI to organise and summarise; make the decision yourself, with a record of why. Scores are hints.

2. Tell applicants

Say before the interview that it is AI-led, what is recorded or kept (for example, the words of the conversation but not video), who will see it and how long you will keep it.

3. Contact only people who agreed

Invite people who applied or agreed to be contacted for this role. Include your name and organisation in the message and a way to reply.

4. Judge the work, not the person's background

The assessment should focus on what the applicant says about the job. Ask the vendor how the tool treats accent, grammar and fluency, and test it yourself with a few people. No automatic scoring is free of bias.

5. Offer an alternative

Some people cannot take an AI interview: they may lack a camera or a quiet room, or have a condition that makes it hard. Tell them how to ask for another way, and give it without penalty.

6. Be careful with integrity signals

Signs such as leaving the interview window can have innocent causes, like a notification. Treat them as a reason to ask a question, not as proof of cheating.

7. Keep and delete data on purpose

Decide how long you keep interviews and applicant details, delete them when the round ends, and respond quickly to requests to delete or see data.

8. Review the process

After each round, check whether the people you shortlisted are varied and whether the scores agree with what you saw in the interviews. If something looks wrong, change the process.

A one-page record you can keep

For each round, write down: the role and the date, who decided, what the applicants were told, what data you kept and for how long, how you handled people who could not take part, and what you changed afterwards. A short record makes the process easier to explain and improve.

Talking to applicants who ask

Be ready to say what the interview is for, who reads it, whether a person decides and how to ask for another way. Answer promptly and kindly. If an applicant asks what happened to their data, tell them and, where the law gives them the right, give it to them.

Screen applicants with an AI interview

Invite people by e-mail to a short, private AI interview with the camera on and the screen shared, and read ranked results. A person decides.

See AI interview screening

Frequently asked questions

Is AI screening allowed?: In many places yes, with conditions. Rules on automated decisions and on AI in recruitment differ, so check the law where you hire.
Should I tell applicants the scores?: Many employers do not share scores. Be ready to explain the process and to give feedback if applicants ask.
Can a small business do this without a lawyer?: Many do, by keeping the process simple: a human decision, clear information and minimal data. For uncertain cases, take advice.