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1Repair Windows errors before they cause bigger problems2Fix the driver behind crashes, sound loss and screen glitches3Clear out junk files and repair common Windows errorsEmployers can make remote interviews fairer by stating AI rules before each assessment, testing skills that actually matter for the role, giving candidates comparable conditions and accommodations, and scoring answers against consistent criteria. There is no single candidate-AI rule that fits every employer or role: preparation might be allowed while live assistance is restricted, or AI use may be part of the skill being assessed.
What can employers do to make remote interviews fair when candidates use AI?
Treat fairness as a property of the whole assessment, not just a question of whether a candidate used a particular tool. A clear rule is useful only if the interview measures a job-related skill, candidates can participate under workable conditions, and interviewers apply the rule consistently.
That starts with deciding what capability each stage is intended to measure. If the job involves using AI, an exercise could assess how a candidate prompts a tool, checks its output, and applies it. If the purpose is to assess unaided reasoning or communication, say so in advance and use a format that genuinely measures that ability. The Public Service Commission of Canada’s guidance on AI in hiring emphasizes clear rules, assessment purpose, and the possibility that candidates have unequal access to AI tools.
Should candidates be allowed to use AI during a job interview?
Employers can allow, limit, or prohibit AI use at particular stages, but should explain the boundary rather than leave candidates to guess. Preparation, a written application, take-home work, a live video interview, and a practical exercise need not all have the same rule. State whether candidates must disclose AI use, which tools or forms of help are covered, and what the consequences are for breaking the rule.
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Policies differ by jurisdiction and organization. The Canadian federal public-service guidance discusses circumstances in which candidate AI may be allowed and recommends communicating clear rules and consequences. By contrast, the Commonwealth of Pennsylvania’s candidate-facing policy is an example that allows AI for preparation but not as live interview assistance, while distinguishing approved accessibility tools. Neither example establishes a universal rule for employers elsewhere.
| Policy approach | When it may fit | Fairness checks |
|---|---|---|
| Allow AI | AI use is relevant to the job or the assessment is intended to evaluate how candidates use it. | Make access expectations clear; consider differences in paid features, equipment, language support, and technical knowledge. Score how candidates verify and use output, not merely whether they can produce a polished answer. |
| Restrict AI by stage or task | Some stages permit preparation or tools, while another is meant to assess a defined unaided capability. | List the permitted and prohibited uses for each stage, including whether disclosure is required. Make the boundary and consequences understandable before the assessment. |
| Prohibit AI for a defined assessment | The assessment is designed to measure a skill that candidates are expected to demonstrate without generative assistance. | Explain the restriction in advance, distinguish accessibility tools from prohibited assistance, and make sure the exercise measures the intended skill rather than simply testing compliance with an unclear rule. |
Choose among these approaches by asking five questions: Is AI use relevant to the actual work? Does the assessment measure the intended skill? Can candidates access the necessary tools and accommodations? Can interviewers explain and apply the rule consistently? Do scores and selection outcomes remain defensible and job-related?
How should employers prepare a fair remote interview?
Publish the rules and the interview format
Send candidates the AI policy before the relevant stage. Specify what is allowed during preparation and during the interview itself, whether notes or other aids are permitted, whether AI use must be disclosed, and what happens if a candidate does not follow the rule. The Canadian Public Service Commission recommends clear rules, consequences, and written confirmation that candidates understand the expectations.
Also explain the format, expected duration, technology, and evaluation criteria. Tell candidates how to request an adjustment, and keep accommodation arrangements confidential where possible. The CIPD’s people-manager guide to inclusive recruitment recommends flexible scheduling and reasonable adjustments, and advises separating scheduling arrangements from panel decisions where feasible.
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Build questions around the work
Define the capability each question or exercise is intended to assess. Use questions and scenarios that reflect the role, rather than relying on a generic test of fast answers, uninterrupted internet access, or familiarity with a specific AI product. If a particular tool is not necessary for the job, consider an alternative that lets candidates demonstrate the same capability without it.
When AI is allowed, the assessment can ask candidates to explain why they chose a prompt, identify weaknesses in a generated response, or describe how they would verify and adapt it. When unaided performance is the goal, make that restriction explicit and design a task suited to it.
Prepare interviewers to apply the same standard
Agree on core questions, scoring criteria, and what counts as evidence before interviews begin. Train interviewers to use the rubric and to distinguish job-related evidence from impressions about a candidate’s style or setup. The CIPD manager guidance recommends structured interviews and consistent assessment; the GOV.UK guidance on fair and structured interviews, published 4 March 2026 and applying to England, Scotland and Wales, recommends predefined job-related questions, agreed criteria, trained interviewers, and independent scoring before panel discussion.
How can employers keep remote interview conditions comparable?
Give candidates equivalent opportunities to show what they can do. Where practical, keep the core questions, time allowed, scoring standards, and chance to clarify consistent across interview modes. Explain technical requirements in advance and consider candidates’ equipment, internet connection, private space, language needs, and time constraints.
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Offer reasonable adjustments and accessible scheduling. If a remote alternative is offered alongside an in-person interview, compare the formats carefully: the CIPD warns that in-person candidates may be inadvertently favoured. Differences in mode should not silently become differences in question difficulty, interviewer attention, or opportunity to explain an answer.
Access to AI itself can also differ. Candidates may not have the same paid features, devices, language options, or technical experience. If those differences are not relevant to the job, provide a workable alternative or avoid making them part of the assessment. If they are relevant, define what capability is being assessed and score it consistently.
How can employers tell if a candidate is using AI in a video interview?
Do not treat a pause, gaze direction, speaking fluency, or an answer that merely sounds polished as proof of prohibited AI assistance. The sources cited here do not establish reliable covert-AI detection methods or show that visible behavior can identify AI use without false positives. Employers should not present a visual impression or an AI-detector result as conclusive evidence of misconduct.
Instead, make the rule and any disclosure requirement clear in advance, then apply the disclosed process consistently. If an answer needs further assessment, use a consistent, job-relevant follow-up: ask the candidate to explain a decision, clarify an example, or work through a short scenario. The purpose should be to assess reasoning or experience, not to catch someone out with an improvised test.
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How should employers assess and monitor fairness?
Score evidence, not intuition
Ask the same predefined core questions in the same order and assess responses against criteria agreed in advance. When practical, use a panel, prepare its members, and have interviewers score independently before discussing candidates. A rubric can make the evidence behind a score more visible; it does not, by itself, prove that the questions or criteria are relevant or unbiased.
Track participation, scores, progression, and hiring outcomes by relevant groups where lawful and appropriate. Look for unexplained differences, then examine whether the assessment is job-related, accessible, and being administered as intended. The U.S. Equal Employment Opportunity Commission’s questions and answers on the Uniform Guidelines on Employee Selection Procedures treat interviews as selection procedures and discuss adverse impact and validation considerations. Its four-fifths (80%) comparison is a rule of thumb for identifying selection rates that may be substantially different, not a stand-alone finding of unfairness or a universal safe harbor.
Make accommodations usable and consider disability risks
Provide a workable way for candidates to request reasonable accommodations when interviews or algorithmic tools are involved. The EEOC and U.S. Department of Justice warn that AI-based employment tools may screen out qualified people with disabilities or raise concerns if they elicit disability or medical information. Their 12 May 2022 guidance urges employers to use safeguards and offer a process for reasonable accommodation. This is U.S. federal guidance; employers also need to check applicable state, local, and other national requirements.
What a clear candidate-facing AI rule can say
Employers can adapt language such as this to their role, assessment, and jurisdiction:
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For this stage, you may use [permitted tools or assistance]. You may not use [prohibited tools or assistance] during [defined assessment]. [State whether disclosure is required and how to make it.] If you need an accessibility tool or another adjustment, contact [named contact or process] before the interview where possible. We will assess your responses using [brief description of criteria].
Fill in the permitted uses, restrictions, disclosure process, accommodation contact, and criteria for each stage rather than relying on a blanket statement such as “AI is not allowed.” Make sure interviewers receive the same rule candidates do.
Why structure matters beyond AI
Structured interviews help make decisions more comparable, but they still require good questions, suitable criteria, and review. In its 8 November 2024 employer guide, CIPD reported that 28% of UK employers train all interviewers on legal obligations and objective interview practice; fewer than one fifth test job-ad wording to remove bias (18%) or check whether tests are valid, reliable, and objective (17%). Those figures describe UK employers in CIPD’s reporting, not a universal rate.
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