AI recruitment screening with hiring-team review

Collect agreed job-related information and organise it for recruiters to review. Yes AI can scope candidate communications, screening capture and ATS integration while your hiring team remains responsible for decisions.

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Define the role before automating the conversation

Start with the job requirements and a question set approved by the hiring team. Decide what information is necessary, how candidates can correct a mistake and which responses always require a person to follow up.

A consistent question set does not eliminate bias. Transcription errors, unsuitable criteria and proxy information can disadvantage candidates. Avoid treating accent, tone or inferred personality as proof of job suitability.

Candidate invitation

Explain the purpose and use of the process, how to request an alternative and whom to contact. Confirm permissions and communication rules before outbound contact.

Structured capture

Ask the approved questions and link summaries to the original response where appropriate. Mark uncertainty for review rather than inventing a missing answer.

Human review

Have the hiring team check the evidence, accommodations and context before shortlisting or rejecting someone. Provide a route for candidate questions and corrections.

Illustrative screening topics

These examples are prompts to adapt for a specific role. They are not an approved legal questionnaire or a scoring model.

Relevant experience

Invite a candidate to describe a task related to the role and record their own answer for the reviewer.

Role requirements

Confirm relevant qualifications or licences where required, then use the employer’s verification process. A spoken claim is not verified evidence.

Availability

Ask about availability for the stated work arrangement without seeking unrelated personal details.

Accessible alternatives

Provide a contact route to arrange a written or human-led process and any reasonable adjustments. Test the alternative before candidates need it.

Privacy and fair treatment need explicit controls

Document notice, consent where needed, recording arrangements, access, correction and retention. APP 12 concerns access to personal information and APP 13 concerns correction; they are not a general deletion entitlement. Assess any deletion request against applicable obligations.

People may volunteer sensitive information even when a script does not ask for it. Decide how that information is restricted, reviewed and removed where appropriate. Check each provider’s locations and data-use terms; Australian-only storage is not assumed.

Have the responsible HR and legal advisers review the proposed process. Test for transcription and assessment errors across relevant candidate groups. The software does not guarantee Fair Work compliance or freedom from discrimination.

Pilot one role and measure the whole process

Use consented test scenarios and a supervised candidate group. Check completion, accessibility, corrections, recruiter review time and the reasons for decisions. Compare outcomes with the existing process before expanding.

Confirm ATS permissions, phone capacity, scheduling rules and handover behaviour. Implementation timing and concurrency depend on the selected systems. There is no unlimited-call or fixed cost-per-screen offer on this page.

A financial comparison needs integration, usage, recruiter review and exception-handling costs. Time released is not a cash saving unless it changes spending. We do not promise a percentage reduction in hiring time or cost.

Questions about this workflow

Does AI make the hiring decision?

The workflow described here organises information for hiring-team review. The employer remains responsible for criteria, shortlisting, rejection and any final decision.

Does using the same questions remove bias?

No. Criteria, source data, transcription and interpretation can still create unfair outcomes. Review the process with HR and legal advisers and test it with relevant candidate groups.

What if a candidate cannot use phone screening?

Agree and test an accessible alternative, such as a human-led or written process. Provide a clear contact route for adjustments before the screening begins.

Can candidates access or correct their information?

Set a documented request process. APP 12 addresses access and APP 13 addresses correction where those principles apply. Retention and deletion decisions require consideration of the relevant obligations.

Can this integrate with our applicant tracking system?

We check the ATS, API permissions, available fields and workflow rules before confirming scope. Integration, capacity, timing and costs are specific to that setup.

How will we know whether it helps?

Measure completion, correction requests, review effort, accessibility issues and decision quality during a supervised pilot. Compare full costs and avoid assuming an accuracy or time-saving result in advance.

Official guidance

Scope a workflow for your business

A 30-minute consultation is free for businesses with 20 or more full-time staff; otherwise it costs AUD200 including GST. Implementation, integrations and ongoing support are separately scoped.

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