AI use in Recruitment

Our commitment to transparency and fairness

We want every candidate to have a positive, fair, and informed recruitment experience. As part of this commitment, we believe in being clear about how and why we use Artificial Intelligence (AI) tools during the hiring process. We want to ensure every candidate has an honest, fair and transparent experience, and we recognise AI can help in achieving that, so we have provided guidance on how you can use it to support you.

This explains where AI is used, how it supports our team, and what it means for you as a candidate.

Human in the loop

At L&G, we use AI to support and enhance decision-making, not to replace people. We follow clear “human-in-the-loop” principles, meaning applications are reviewed with human oversight and judgement at each stage.

How we use AI

We use AI assisted tools to support specific, administrative parts of our recruitment process. Examples include:

Benefits of AI

Improves candidate experience

We use a supportive AI tool to help organise applications so we can update you more quickly. Our use of AI facilitates a single point of entry for our recruiters so we’re able to contact you quickly and efficiently.

Keeps things fair and consistent

AI looks for the skills and experience that match the role using the same criteria for every candidate. This perspective supports our talent team with consistent data driven insights further supporting consistency in review.

Highlights your strengths

A growing interest in working at L&G means we receive interest from all walks of life. Using AI we are best positioned to ensure that we are considering all candidates and understand your unique workplace history.

Your use of AI during the process

It's acceptable to use AI tools to help prepare for your CV or application.

Our Recommendations:

Ensure your CV, work history and qualifications are accurate and up to date.

We expect all information you provide to be accurate, truthful, and representative of your own experience. This is to ensure we are setting you up effectively throughout the selection process and for strong performance in the role, should you be successful.

Appropriate use for interview preparation

Inappropriate use and considerations for interview preparation

Do not use AI live during your interview to help you answer questions 
This will provide an inaccurate portrayal of your skills and capabilities, which will be required for you to be successful in the role

Be conscious, AI may make you feel more prepared than you are
AI generated answers can sound smooth and well-written but if you haven’t taken the time to think through your own experiences, meaning you may find it difficult to refer to real world examples or respond confidently to follow up questions

It can’t help with body language or tone
AI can help you with what to say but not how to say it. Practice with a friend, mentor or career coach to develop your interview style to help confidence, engagement and clarity

Appropriate use for assessments and presentations

Inappropriate use and considerations for assessments and presentations 

Don’t submit AI-generated work as your own

Submitting answers or code written entirely by AI without understanding or modification can backfire, especially in follow up interviews as we will be exploring how you reached your answer and knowledge.

Don't use AI to bypass skill demonstration

Identifying your development areas is as important as understanding your strengths, so we know how you can learn and grow in a new role.

Don't rely on AI for creativity

For roles requiring creative thinking such as design or strategy, AI can support but shouldn’t replace your unique perspective. We’re looking for your own thoughts on a topic.

Don't use AI to impersonate yourself

AI is advancing rapidly, but we want to see and hear your real thoughts and experiences.

Don't use AI to record or transcribe the session