Take note: You may want to prohibit AI notetaking during job interviews
Imagine settling into your desk chair to conduct a first interview with a promising job candidate.
The interview will be conducted virtually; a friendly video call with just you and the candidate. But then you notice there are two requests for entry into the meeting. You admit the applicant and then ask about the second “person” waiting in the virtual lobby.
“Oh,” the applicant says with a laugh. “That’s my notetaking app.”
What do you do? Allow this, or deny the bot entry to the meeting?
What is an AI notetaker?
If you are not familiar with AI notetakers, they are apps that can capture, transcribe, and organize the content discussed in lectures, meetings, or interviews (virtual or live). College students use them in classes rather than taking notes with pen and paper or typing on a laptop. That experience has led to a desire to use these apps in the workplace, to take notes in meetings or during job interviews.
Rather than simply transcribing a meeting, AI notetaking tools can generate meeting summaries, highlight key areas of discussion, identify different speakers, add charts and other visual aids, provide a task list of action items to be tackled after the meeting, and be formatted for readability.
While some of the same risks associated with traditional recording devices and automated transcription software apply to AI notetakers, advancements in technology have made these products more sophisticated, creating new questions about potential risks.
Risks of AI notetaking by job candidates
One area of concern with AI notetaking programs is that they don’t just transcribe, they summarize, which opens the door to the notes being inaccurate. Details about the job might come across wrong, or something said in the interview could be misconstrued as discriminatory or as an offer of employment, opening the employer up to a lawsuit.
There’s also the risk that information in the notes will be shared with others. The applicant might post the notes online, for example. Not only could this put sensitive information about your company or the position at risk, but knowing that anything they say could be summarized and shared might put a damper on the conversation between the interviewer and the job candidate, leaving both with a poor impression of the other.
If you decide to adopt a policy prohibiting the use of AI notetaking apps by job applicants, make sure you make exceptions for anyone with a disability requesting to use the app as a reasonable accommodation.
Here are steps to ensure the policy is followed:
- Post a notice on your job portal or in third-party job postings about this and any other relevant AI policies your company has and a link to the policies.
- Ask applicants to agree that they will not use AI in any part of the interview process or require them to disclose their use of AI.
- Include a statement about requesting reasonable accommodation in your job notices and in your AI policy.
- Train any staff that conducts interviews to detect the use of notetaking AI (some apps don’t require meeting hosts to approve entry) and how to address it if detected.
Key to remember: Job candidates might want to use an AI notetaking app during an interview. Employers should consider whether they want to allow this. If they do not want to allow it, they should have a policy in place.