Guidelines for candidate use of Al in recruitment processes

Purpose

These guidelines explain how you can use artificial intelligence (Al) tools when applying for jobs at the DEWR. They also outline when and how Al should not be used.

The guidelines aim to help you use Al in a way that supports your application, maintains fairness and transparency in recruitment while maintaining your integrity as a candidate.

Scope

These guidelines are for anyone applying for a job at the DEWR, including current and prospective staff. It covers all parts of the recruitment process - from writing your application, to doing interviews and completing assessments.

As the Al environment continues to evolve rapidly, we may review and adjust these guidelines as needed to ensure they remain relevant, fair and effective.

How we use Al in recruitment

To support transparency, we want to explain how AI may be used in DEWR recruitment processes.

DEWR may use AI tools to support administrative efficiency, such as:

• developing job advertisements
• preparing candidate information kits or recruitment materials.

DEWR does not use AI to make selection decisions about candidates. This includes not using AI to assess, screen or rank applications or resumes.

All decisions to shortlist, assess or select candidates are made by a human selection panel, consistent with APS merit‑based recruitment principles.

What we expect from you

We recognise that AI tools can support candidates during the recruitment process. However, all candidates are expected to participate honestly, ethically and with integrity.

DEWR recruitment processes are guided by the APS Values and Employment Principles, which emphasise merit, impartiality, accountability and ethical behaviour. These principles underpin how recruitment decisions are made.

To support a fair and merit based process, we expect all candidates to:

• represent their skills, experience and capabilities accurately and truthfully
• use AI tools responsibly and in a way that aligns with APS Values
• ensure that submitted work reflects their own abilities, judgement and understanding
• take personal responsibility for the content, quality and accuracy of their application.

Using AI in a way that misrepresents your capabilities or undermines the integrity of the recruitment process may affect the outcome of your application.

When applying for a role with us, you are expected to:

Be honest

Only include information that genuinely reflects your own skills, experience and achievements. You must use your own knowledge and understanding when responding to written applications, skills assessments and interview questions.

Be transparent

If you use AI tools, you must disclose this when asked. You may be required to explain how AI tools were used to support or enhance your responses during the recruitment process. This transparency helps ensure fairness and allows applications to be assessed consistently.

Be yourself

We want to understand who you are and what you can contribute. AI tools may assist with preparation; however, during interviews or other skills based assessments, you must speak to your own experiences and demonstrate your capabilities without AI assistance.

Be fair

Using AI inappropriately may provide an unfair advantage and is inconsistent with the APS merit based recruitment principles. All candidates are expected to participate on an equal footing.

Risks of using Al in recruitment

Using artificial intelligence (AI) tools to prepare a job application can be helpful, but it also involves risks. Understanding these risks can help you decide how to use AI responsibly and ensure your application reflects your own capabilities.

Misrepresentation

AI can mask areas where your experience or skills do not fully match the role. These gaps are likely to emerge during interviews, work‑related tasks or other assessment activities, where you are expected to demonstrate your own knowledge and capability.

Skills gaps

AI can mask areas where your experience or skills do not fully match the role. These gaps are likely to emerge during interviews, work‑related tasks or other assessment activities, where you are expected to demonstrate your own knowledge and capability.

Over reliance on Al

Relying too heavily on AI may make it harder to explain your thinking, respond to questions confidently, or demonstrate understanding during interviews or assessments that require real‑time responses.

Loss of Individual perspective

AI assisted applications can sound overly polished or generic. This may make it difficult for the selection panel to understand your individual perspective, motivation and suitability for the role.

Inaccurate or misleading information

AI tools can sometimes produce incorrect, misleading or incomplete information that sounds convincing. Including inaccurate information may reduce the credibility of your application.

Data privacy risks

Entering personal information into publicly available AI tools may pose privacy and data security risks. Some tools may store or reuse data in ways that are not transparent. You should carefully consider what information you share and review the privacy settings and terms of any AI tool you use.

DEWR staff are reminded to ensure that any information you enter into publicly available Al tools is suitable for release into the public domain. DEWR staff must also adhere to all relevant DEWR and APS policies throughout the recruitment process including the Use of publicly available generative Al technology policy.

Further information: DEWR AI Transparency Statement.