GenAI usage guidelines for candidates

Context, benefits of guideline creation and the Diageo approach.

• AI is the biggest tech advancement of the decade, currently revolutionising the TA world and causing massive disruption.
• Employers who embrace the disruption as an opportunity will be able to influence its use to the benefit of both the candidate and the organisation.
• Research shows that 7 out of 10 candidates are using generative AI tools (e.g. chat GPT) to complete applications and assessments.
• As a result, numbers of applications are rising, all looking similar. Also, there is a mismatch between high-quality applications and poor interview performance, creating an extra workload for recruiters
• Remaining neutral wouldn't be the best option; to ensure we limit risks and negative impact of candidate misuse of GenAI, it's recommendable that we provide clear guidelines on the company’s position on GenAI usage by candidate
• We want Diageo to be considered a progressive employer, who embraces ground-breaking technologies. Such an approach will not only help us increase diversity, but will also create an equitable selection process, and enhance candidate experience.

• Adopting a company wide approach on what AI usage is considered acceptable, will lead to more fairness, alignment and consistency on global hiring, positively impacting our Employer Brand.
• Clarity on recommended usagewill limit risks of misuse: If candidates aren't guided on what ‘good’ GenAI usage looks like they may use it in ways that disadvantage them.
• Positive impact on diversity outcomes: By clearly communicating our position to candidates, we'll be breaking misconceptions of candidate usage of AI being considered cheating. We'll also be giving equal opportunities to all candidates, including disadvantaged groups; for example, ethnic diverse or neurodiverse candidates are more prone to using GenAI as part of their application process, as they see it as an opportunity to inverted, “level the playing field”.
• Welcoming a future-proofing mindset: By embracing GenAI usage, we'll be attracting an innovative candidate audience, with forward thinking and adaptive mindsets, who are open to making use of the tech advancements available to them.

In our Diageo GenAI usage guidelines for candidates, we are recognising the potential of Generative AI (Gen-AI) as a helpful resource during the recruitment process. To provide the clarity needed, we are including best practices and guidelines on how to use Gen-AI for a fair and transparent recruitment process.

There are detailed instructions against each stage of the Diageo recruitment process, aligned with the current structure on the careers site, which is also the housing site for the guidelines.

The Diageo AI Guidelines are applicable to all regions and candidates globally, independently on the function they'll be applying for or their seniority. However, we do acknowledge that GenAI usage will be more prevalent amongst early careers candidates.

• Gen-AI to be used as a supporting tool in helping organise and express ideas in a well-structured and coherent way.
• To research the organisation and gather information on market trends.
• To check the readability and impact of application material: spelling, grammar, and brevity.

• Gen-AI to be used to help understand more about the sector and industry trends, competitors, categories, and brands
• To practice with AI-generated behavioral interview questions to enhance articulation.
• To search for advice on body language and communication techniques for interviews.

• Usage of GenAI during a live or virtual interview won't be permitted, while in a recruitment process with Diageo

*The Diageo AI guidelines will be initially focused on the gen AI usage by candidates. The possibility of communicating Diageo's usage of AI (Higher score Diageo GPT) will be assessed at a later stage.

Some talent acquisition teams globally have already shared their position on embracing Gen-AI usage by releasing their own guidelines to coach candidates on where to use Gen-AI tools and where not to.

Ericsson (Networking and Telecoms company) have published clear instructions on permitted versus non-permitted Gen-AI usage while encouraging candidates to bring their authentic self to the application process.

Shoesmiths (Law firm) were one of the first companies to share how they embrace Gen-AI as a tool for innovation and efficiency and how it can be used in candidates' training contract applications. Their guidance was released in January 2024 in a video format, to be found here.

Mastercard (Payments Tech company) openly communicate their request for integrityin the application and interview process and set their clear expectations on candidate usage of Gen-AI.

Johnson & Johnson(Pharma company) analyse the pros and cons of Gen-AI usageduring the recruitment process and leave it up to the candidate to decide whether they will be leveraging the Gen-AI tools at their disposal.

Dropbox (File hosting service company) have built their own AI philosophy and principles. In their GenAI candidate usage guidelines, they are clear on embracing AI while never allowing it to replace human judgement.

Monzo (Banking company)'s guidelines, were even more specific, including do's and don'ts of Gen-AI usage during the recruitment process and clarifying candidates won't be assessed for using it, to break the misconceptions of AI usage not being welcome at all