AI Use Guidelines
For Job Applicants & Interviews at TEKenable
At TEKenable we hire for skills, potential and integrity. We value transparency and expect candidates to engage in the application and interview process in good faith. Your interactions with us should reflect your true experience and capabilities. Misrepresentation — whether by a person or a tool such as AI — may result in disqualification from our hiring process.
How you may use AI (and where you shouldn’t)
We understand AI tools are common and can help you prepare.
Here’s how to use them responsibly:
- Cover letters: AI can help with spelling/grammar. Ensure the content reflects your voice, skills and aspirations.
- Resume/CV & application: Using AI to clarify wording is acceptable. All information must be accurate and genuinely yours.
- Interview prep: AI-driven mock interviews or research are fine. Verify facts and be ready to speak from your own experience.
- Live interviews: We want to know you. Please do not use AI to generate responses during interviews unless we explicitly permit it for a specific assessment.
Technical assessments (for certain roles)
For some roles, we may invite candidates to use designated AI tools during a technical assignment. If allowed, we’ll provide clear instructions and boundaries. Misrepresenting skills or readiness may lead to disqualification.
AI helps us make the hiring process smoother and more consistent, but it never replaces the personal connection that matters most. Every conversation and decision is guided by real people who value your unique skills and aspirations.
How we use AI in recruiting
While AI helps us work more efficiently, every job application is always reviewed by a real person. Recruiters assess your experience, skills, and suitability for the role using their professional judgment and expertise. AI never makes hiring decisions or screens out candidates on its own — it simply supports our team so we can spend more time understanding each applicant properly and fairly.
AI assists our teams by improving efficiency; it doesn’t replace human judgment.
Examples include:
Drafting and refining job descriptions
We use AI tools to help create clear, inclusive, and engaging job descriptions. These tools assist in identifying essential skills, avoiding biased language, and ensuring the content is easy to understand. Every description is reviewed by our team to maintain accuracy and alignment with the role requirements.
Personalising talent outreach messages
AI helps us tailor outreach messages to candidates by highlighting relevant experience and interests based on publicly available professional information. This ensures communication feels more personal and relevant, while still being respectful and compliant with data privacy standards.
Streamlining interview scheduling and follow-ups
AI-powered scheduling tools allow us to coordinate interviews more efficiently by suggesting optimal times and sending reminders. This reduces delays and improves the overall candidate experience. All scheduling decisions are confirmed by a recruiter to ensure flexibility and fairness.
Generating structured interview questions aligned to role requirements
We leverage AI to draft interview questions that are consistent, role-specific, and competency-based. This helps us maintain fairness and structure across interviews. Recruiters and hiring managers review and approve all questions before use, ensuring they reflect our values and the skills we’re assessing.
Note-taking and meeting summaries
We may use AI tools such as Microsoft Copilot to generate summaries of Teams meetings. This helps us capture key discussion points accurately and reduces the need for manual note-taking, allowing recruiters to stay focused on the conversation. These summaries are reviewed by our team to ensure accuracy and context. Importantly, we will always inform interviewees when AI is being used during the process, so you know exactly how your information is handled.
Our ask of you
Please ensure your application and interview reflect the authentic you. We may verify key qualifications and experiences via references.
Behaviour inconsistent with these expectations may result in disqualification.