Fair and responsible hiring with AI

AI can take the repetitive work out of hiring, but people stay responsible for who gets hired and how every candidate is treated. To keep your process fair and easy to explain, set job-related criteria and rubrics first, write job posts that welcome everyone, tell people when they're recorded, keep people in charge of decisions, offer adjustments, and record your reasons while collecting only what you need. Emoti is built around these habits; using them well is up to you.

Set job-related criteria and rubrics first

• Decide what the job needs before you look at anyone, and write it down: in the brief for a search, and in the role's ideal-candidate profile for applicants.
• Prefer evidence of what people have done over proxies such as school names, famous employers or unbroken years of experience. Proxies screen out good people with different paths, such as a career break.
• Set the questions, and what a strong and a weak answer look like, before anyone is reviewed. AI screens work this way: the rubric is part of the screen, so every candidate is judged the same way.
• In an AI screen with the camera set to Optional, the scorecard never depends on it. Choose Off if video adds nothing to the job.

See Writing a brief that finds the right people and Structured, fair screening.

Write job posts that welcome everyone

• Fix what the job post checks flag before you publish: gendered, age-coded and exclusionary wording, jargon, long requirement lists, a missing pay range and length.
• State the pay range. It's fairer, and in some places it's required.
• Keep requirements to what's truly needed. Long lists put off people who meet most but not all of them.

See Writing job posts with live checks.

Tell people when they're recorded

Keep Tell everyone the call is recorded on in Notetaker settings. The calendar invite, the notetaker's name and a message in the call chat tell people they're recorded, and if anyone asks the notetaker to stop, it leaves and deletes the recording. In some places you also need everyone's consent before recording. See The notetaker and call recording.

Keep people in charge of decisions

• Emoti drafts, ranks, rates and summarizes. It doesn't advance or reject anyone: every decision is made by a person, and nothing is sent to a candidate without someone approving it.
• AI-written text is marked, so reviewers know what came from Emoti.
• Treat scores and fit strips as a starting point. Read the evidence before you decide, especially before a rejection.
• Candidates who take an AI screen are told that people at the company review every answer. Keep that promise.

See How Emoti uses AI.

Offer adjustments

• An AI screen's welcome page lets candidates ask for an adjustment before they start: more time for each answer, written answers instead of speaking, a conversation with a person instead, or something else. Answer quickly.
• Tell candidates how to ask in your other invites and interviews too.
• When a voice screen doesn't suit someone, because of a disability, a speech difference or their connection, offer another way: a call with a person, more time, or written answers.
• AI screens already let candidates hear a question again, pause between questions and answer in any of the languages you offer.

See what candidates read in Asking for adjustments.

Record reasons and collect only what you need

• Write down the job-related reason for every decision, especially rejections. When you decide on one applicant at a time, Emoti asks for the reason and keeps it with your name; deciding in bulk doesn't ask. The Debrief template records each interviewer's vote with their main reason.
• Reveal contact details only for people you plan to contact.
• Keep note templates to what the job needs, and don't add sections that capture personal details such as age, family, health or religion.
• Share notes only with people involved in the decision. The shared page leaves out the transcript and the recording.