Our Approach to AI in Recruitment
At Social Development Direct, we recognise that artificial intelligence (AI) tools are increasingly used by candidates when preparing job applications.
Due to the nature of our work, integrity, transparency and accountability are central to how we operate. We therefore support the responsible use of technology where it improves clarity and accessibility while also being mindful of the need to do so responsibly and fairly.
This guidance explains how we view the appropriate use of AI during the recruitment process and what we expect from candidates.
If successful during our recruitment process, you will be required to adhere to our AI policy to ensure AI is used responsibly at Social Development Direct.
Our Recruitment Principles
Our recruitment processes are designed to:
- Assess your genuine experience and expertise.
- Evaluate your qualifications in relation to the job description and role requirements.
- Ensure fairness across international applicants.
- Comply with donor and regulatory requirements.
- Assess and reflect our core values of communication, collaboration, professional excellence, trust, integrity and inclusion.
AI can support your preparation — but it should not replace your voice, judgement, or lived experience.
Acceptable Use of AI
We recognise that candidates may use AI tools to:
- Improve clarity and structure of written applications.
- Check grammar and spelling.
- Refine formatting.
- Translate content (where English is not your first language).
- Brainstorm how to present existing experience more clearly.
This is comparable to using editing tools or seeking feedback from a colleague.
What matters is that:
- The content reflects your real experience.
- All examples are truthful and verifiable.
- The application accurately represents your skills and competencies.
- You can discuss any aspect of your application confidently at interview.
We value authenticity, clarity, and substance over stylistic perfection.
Unacceptable Use of AI
We do not support the use of AI to:
- Fabricate experience, roles, qualifications or impact.
- Generate generic answers not grounded in your own work.
- Produce competency examples you cannot substantiate at interview.
- Complete assessments where AI use has been explicitly restricted.
- Misrepresent language proficiency or subject-matter expertise.
- Generate or guide responses during live interviews.
AI and Written Assessments
For some roles, we may ask candidates to complete written tasks as part of the recruitment process.
For each assessment, we will clearly state whether AI tools may be used.
Where AI use is restricted, this is because we need to assess:
- Your analytical thinking and judgement.
- Your ability to respond under time constraints.
- Specific technical or competency requirements of the role.
- Your written communication in professional contexts.
Where AI use is permitted, it should support not replace your own thinking and experience. Candidates may be asked to discuss their responses and confirm how AI tools were used in completing the assessment.
We will always communicate expectations clearly in advance to ensure fairness and transparency for all applicants.
If you are unsure whether a specific use of AI is appropriate, please contact us in advance.
AI Use During Interviews
Interviews are designed to assess your experience, professional judgement, and communication in real time.
Candidates should not use AI tools or third-party assistance to generate or guide responses during interviews. This includes typing interview questions into AI tools to help formulate answers while the interview is in progress.
How We Use AI in the Recruitment Process
SDD does not use automated decision-making systems to profile, shortlist, rank, evaluate or reject candidates.
All hiring decisions are made by human reviewers based on competency, experience, and role requirements.
In some cases, interviews may be recorded or supported by AI tools to assist with accurate notetaking. Candidates will be informed in advance where this applies.
We do not monitor candidates’ devices or digital activity during interviews. Concerns would arise only where there is clear indication that responses are not independently generated.
Interview data is used solely to support fair assessment by the hiring panel. It is not used for automated decision-making, profiling, or to train AI systems.
All data is stored securely and retained only as long as necessary in line with our data protection obligations.
Our aim is to ensure fairness and integrity for all candidates.
Breach of Guidance
If we reasonably believe that an application, written assessment, or interview response has been materially misrepresented through inappropriate use of AI, this may result in disqualification from the recruitment process.
If such misrepresentation is identified after an offer has been made, we reserve the right to withdraw the offer or take appropriate action in accordance with our policies. Our intention is not to penalise responsible use of technology, but to ensure fairness, integrity, and consistency for all candidates.
Ongoing Review
AI technologies are developing rapidly. We will review and update this guidance periodically to reflect emerging best practice, regulatory developments, and our organisational values.
Questions?
If you have any questions about using AI in your application to SDD, please contact our recruitment team at careers@sddirect.org.uk.