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Outbyte Driver Updater FREEFix the driver behind crashes, sound loss and screen glitchesFind Drivers →Outbyte PC Repair FREEClear out junk files and repair common Windows errorsFree Scan →Use AI to prepare, not to invent or impersonate. It can help you research an employer, generate practice questions, and rehearse explanations of your own work. Whether you must disclose that preparation depends on the employer’s instructions. During an interview or assessment, use AI only if the rules expressly allow it; make sure every claim and answer represents work and abilities you can personally explain.
Separate interview preparation from the assessment
Using AI before an interview is not the same as using it to produce answers during an interview or test. Official policies differ, but several make that distinction explicit: the UK Solicitors Regulation Authority (SRA) permits research and practice while prohibiting AI use in assessment activities unless candidates are told otherwise; UK Civil Service guidance permits practice but says not to use AI to produce interview responses; and Pennsylvania permits research and practice while barring AI assistance with live answers. SRA guidance, UK Civil Service guidance, Pennsylvania guidance.
- Usually useful for preparation: researching publicly available information about the employer, generating mock questions, and rehearsing how you will explain your own experience.
- Do not assume it is allowed in an assessment: having AI generate or improve a live answer, complete a test, or provide real-time assistance can violate the rules even if AI helped you prepare beforehand.
- Follow the vacancy’s instructions: permission for one stage does not automatically apply to another. If the rules are unclear, ask the recruiter before the assessment.
The SRA’s guidance, updated 1 October 2026, puts the preparation distinction plainly: “AI can be useful for interview preparation.” Its permission to practise is not permission to use AI in an assessment unless the candidate is told otherwise. Read the SRA’s current recruitment guidance.
Check whether and how you must disclose your use
There is no single disclosure rule for every employer or jurisdiction. The policies below are examples, not universal laws; check the instructions for your specific vacancy and assessment.
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| Policy example | What it says about candidates | Disclosure approach |
|---|---|---|
| UK Civil Service | AI may help with mock questions and practice, but must not produce responses during an interview. | Follow the application and assessment instructions; the cited guidance states the use restriction rather than a universal disclosure rule. UK Civil Service guidance |
| UK Solicitors Regulation Authority | Research and practice are permitted; AI must not be used in assessment activities, including interviews, unless candidates are told otherwise. | Ask the recruitment team if unsure. SRA guidance |
| Australian Department of Employment and Workplace Relations | Interview answers must use the candidate’s own knowledge and understanding. | Disclose AI use when asked. The department’s guidance was last modified 24 February 2026. Department guidance |
| Commonwealth of Pennsylvania | Application materials, résumés, and interview responses must reflect the applicant’s own qualifications, experience, and work; AI assistance with live interview answers is barred. | Do not present AI-generated material as your own. The guidance says its rule does not apply to approved accessibility tools such as screen readers. Pennsylvania guidance |
| Canadian federal public service | Public Service Commission guidance is for federal hiring organizations and offers a sample policy for assessments where AI is permitted. | Under that sample policy, candidates identify AI-generated content and its source and may be asked to explain or elaborate. It is not a universal Canadian candidate rule. Public Service Commission guidance |
Ontario’s rule addresses employers, not a general candidate duty: from 1 January 2026, employers must state in a publicly advertised job posting whether AI is used to screen, assess, or select applicants. Ontario job-posting guidance.
Describe AI’s role accurately
If the employer asks about AI, or its rules require disclosure, describe the specific task it performed and what you did yourself. Be precise about whether it helped with research, generated practice questions, edited a draft you wrote, or produced substantive wording. Then explain what you checked and what you can personally substantiate.
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A concise template is:
I used [tool or type of AI] to [specific preparation task, such as generate practice questions or edit my own draft]. The examples and claims are from my experience; I checked the wording and can explain the work myself.
Adapt the wording to the actual use. If AI generated substantive content for an assessment that asks for independent work, do not describe that as proofreading. If AI use is prohibited at that stage, do not use it there. Where an assessment permits AI but requires attribution, identify the generated material and its source as the Canadian federal sample policy recommends. Canadian federal hiring guidance.
Keep your examples and claims grounded in your experience
An AI-generated answer can sound polished while implying skills, decisions, or results you do not have. Do not claim qualifications you lack, inflate achievements, or present a generated example as something that happened to you. The SRA and Australian department both emphasize that candidates should represent their own experience and knowledge; Pennsylvania says application materials and responses must reflect applicants’ own qualifications, experience, and work. SRA guidance, Australian department guidance, Pennsylvania guidance.
- Use AI to help you find a clearer way to explain an example that actually happened.
- Check every suggested detail, number, and outcome against what you know to be true.
- Be ready to explain your decisions, your contribution, and the work behind every claim without relying on generated wording.
Ask the recruiter when the rules are unclear
Before an assessment, check its instructions for the permitted tools, stages, and disclosure requirements. If they do not answer your question, ask the recruiter whether AI is allowed for that particular activity and whether its use must be declared. The SRA specifically directs candidates who are unsure to contact its recruitment team; Canadian federal hiring guidance also emphasizes setting clear rules about permitted tools and assessment stages. SRA guidance, Canadian federal guidance.
If you need an accessibility accommodation, ask about the employer’s approved process rather than assuming that a general AI restriction rules out assistive technology. The SRA asks candidates seeking AI as a reasonable adjustment to contact recruitment, while Pennsylvania distinguishes approved accessibility tools such as screen readers from the AI use covered by its rule. SRA guidance, Pennsylvania guidance.
Independent reader supportYour contribution helps us test, update, and keep practical guides available for everyone.Protect confidential information while preparing
Do not enter confidential employer, client, or personal information into an AI tool unless you are authorized to do so. Australian department guidance flags privacy risks, and UK Civil Service guidance cautions against sharing sensitive organizational details with AI tools. Australian department guidance, UK Civil Service guidance.
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