Everyone’s Using AI, but Few Set the Rules
Adam Łyko, CEO
A few weeks ago, I sat in an online session with top TA leaders from Central Europe. The topic? Candidates “cheating” with AI. Think AI-generated resumes, hyper-coached interview answers, or coding assessments completed with ChatGPT. The frustration was real, but after listening, I asked a simple question:
“Do you have a clear policy about what candidates can and cannot do with AI?”
Silence.
Here’s the reality: you cannot call it cheating if you haven’t defined the rules.
Some numbers to consider:
- Around 63% of job seekers use AI at some stage of their job search (CNBC)
- 43% of organizations reported using AI for HR tasks in 2025, up from 26% in 2024 (SHRM)
Candidates are adopting AI faster than companies are setting rules. The “don’t ask, don’t tell” approach is no longer enough.
This creates challenges:
- For candidates: They guess what’s acceptable. Is polishing a resume with AI okay? Practicing interview questions in an AI mock interview? Real-time coaching during a live interview?
- For hiring teams: You suspect AI use, but without rules, you cannot reliably assess authenticity.
- For organizations: Legal risks, fairness issues, and inconsistent evaluations appear.
The solution isn’t banning AI – it’s defining transparent rules and integrating them into your recruitment strategy.
How Leading Companies Handle AI in Recruitment
Iulia Ranga, Project Manager
Some companies are already leading the way with smart AI policies:
Thoughtworks – Encouraging Responsible AI Use
Candidates are encouraged to use AI for:
- Interview research and practice
- Resume and skills organization
- Accessibility needs
Forbidden:
- AI-generated work submitted as your own
- Real-time AI during interviews
- Fabricated experience
Thoughtworks also uses AI internally for administrative tasks, messaging, and job description improvements, but all hiring decisions are human-made. This creates trust and fairness in recruitment.
Accenture – Clear Do’s and Don’ts
Permitted: AI for preparation, interview research, resume polish
Prohibited: fake information, AI during live interviews, completing assessments without explicit permission, deepfake or voice-cloning tools
Internally, Accenture uses AI to draft inclusive job descriptions and match candidates to roles. All final hiring decisions are human-made, ensuring transparency and fairness.
Rapid7 – Role-Based Guidance
Candidates: AI allowed for interview prep, accessibility accommodations case-by-case, coding assistants allowed if fully explainable
TA team: AI supports decisions but does not automate scoring, outreach, or evaluation
SAP, Ericsson, GoDaddy – Transparency Both Ways
- SAP: AI for CV parsing and matching, all decisions human-made
- Ericsson: AI as a grammar or spell-check tool
- GoDaddy: Stage-by-stage guidance, clear candidate expectations
The Polish Perspective
Poland is rapidly adopting AI in recruitment, especially in IT, but with distinct trends and challenges. Around 25% of Polish companies allow AI for interview prep, 24% for CV or cover letter improvements, and only 20% accept AI in technical assessments. Nearly 19% forbid AI entirely. Candidates are tech-savvy, especially in IT, and often use AI to research companies, practice coding challenges, or polish applications. While AI can save HR teams time and help them focus on strategic tasks, risks remain: legal compliance, fairness, transparency, and preventing an “AI Gap” where junior talent pipelines shrink due to over-automation. Companies that clearly define AI rules and communicate them effectively gain a competitive edge in attracting top IT talent, building trust, and ensuring fair evaluation.
Building Your AI Recruitment Policy and Taking Action
Mateja Jokovic, Consultant
Why Policies Matter
- Candidate Experience: Clear rules build trust and reduce anxiety
- Fairness: Consistent standards across hiring teams
- Legal Protection: Compliance with EU AI Act and other regulations
- Quality of Hire: Focus on assessing authentic skills
Steps to Build Your Policy
- Assemble the Team: HR leads, legal/compliance, IT, hiring managers, DEI/accessibility reps
- Define Principles: Encourage AI or tolerate it? What skills are being assessed? Balance authenticity with efficiency
- Map Acceptable vs Prohibited Use by Stage: Application, assessments, interviews. Include internal AI usage transparency
- Get Buy-In: Train hiring managers, provide talking points, ensure consistent enforcement
- Make It Public: Careers page, application confirmations, interview emails
- Review Regularly: AI evolves fast; review quarterly or semi-annually
Consequences of Inaction
- Candidates use AI without your knowledge
- Inconsistent evaluation standards among hiring managers
- No documentation to defend decisions
- Top talent moves to companies with clear rules
Bottom Line
Companies that succeed with AI in recruitment are transparent, fair, and strategic. They define expectations, balance AI with human judgment, and communicate clearly with candidates.
At Sowelo Consulting, the top IT recruitment agency in Poland, we help companies define AI policies, educate candidates, and maintain fairness while leveraging AI for efficiency and better hiring outcomes. Schedule a call if you feel like you need help with your processes
By Sowelo Consulting – top IT recruitment agency in Poland
