At EdgeTier we are passionate about AI and how it can transform customer experience. We recognise that our passion for AI solutions might encourage candidates to utilise AI during their interview process. Over the last year in particular, we’ve seen a significant increase in the number of applications we receive for our vacancies that are showing signs of AI use.
AI can be a valuable tool to enhance your application, but it’s important that if you use AI it is only to enhance your application and that the real you still shines through. We’ve developed the below guidelines for our candidates to outline how you can integrate AI into your job application while maintaining integrity and professionalism.
Ensure your CV reflects the genuine you
AI tools can be a great starting point to help you put structure on your CV as well as improving your formatting and grammar. However, you should not use AI to exaggerate or fabricate your experience, qualifications, or achievements. Your CV should always be an honest representation of your skills and career history that can be backed up by references. At EdgeTier we do not offer a job to someone without speaking to at least two references.
In summary, do not use your CV to misrepresent who you are. We want to know the real you, not the person you think you should be.
Application questions
Instead of a mandatory cover letter, we offer candidates the option to answer the following question when they submit their application – We know that a CV can only tell so much about you. What else would you like us to know?
This question is optional and allows you to include information that might normally appear in a cover letter. We would ask you to not use an AI tool to generate your response for this question as this will likely be generic. Instead, if you intend to answer this question, you should include information that describes who you are as a person, outlines what makes you a good fit for the role, and explains why you’re excited to apply for a role at EdgeTier.
It is acceptable to use an AI tool to help you put structure on this answer, but once again, we want to know more about who you are and not who an AI tool decides you should be.
AI tools and interviews
Preparation is key for any good interview. At EdgeTier, we encourage candidates to prepare for their interviews by practicing talking about their own experiences that are relevant to the role, either to a friend or in the mirror, and also by reflecting on their relevant skills. An AI tool can assist in this preparation by putting structure on how you tell the story of your own experience and skills.
Relying on an AI tool in an interview to answer questions for you is unacceptable. It is also relatively easy to spot and will become apparent later in an in-person interview. One of our core values at EdgeTier is to Have the Craic & Be Sound. This means that we’re looking for candidates that can bring an authentic and fun human touch to an interview.
As a final point, we do not allow AI note-taking tools to be used during an interview.
AI tools and take-home assignments
As we approach the final rounds of interviews at EdgeTier we typically ask candidates to complete a take-home assignment. This assignment varies with roles and is not linked directly to EdgeTier – we do not ask candidates to complete free work for us.
You can use AI tools to assist you in putting together your thoughts or putting structure on your assignment. However, copying AI-generated content verbatim can lead to plagiarism concerns. It is also important to note that you will need to explain your choices in how you completed your take-home assignment within your final interview. Many of our take-home assignments do not have one specific answer and are instead designed to give our team insight into how a candidate thinks and approaches problems.
It is worth noting that you may also be asked to disclose if and how you used an AI tool when completing your take-home assignment. Again, it is not wrong to use an AI tool to assist you, but your completed work must be your own.
How does EdgeTier use AI in the recruitment process?
When you submit an application, it is reviewed by a member of our People and Talent team. Applications that meet the criteria of the role are passed on to the hiring manager for review. Applications that the hiring manager is interested in learning more about are then scheduled for an initial screening interview with a member of our People and Talent team.
We do use modern tools with AI-powered functionality built in to speed up our processes. An example of this is our application reviewing system, where the job criteria are set out and highlighted for the human that is reviewing the application manually. This allows our human reviewer to see more easily where criteria are being met on applications.
We also utilise AI in our sourcing process, where we query large databases to surface candidates that align with the criteria we are looking for. Using AI enhances traditional sourcing methods by highlighting candidates who are not an exact match but who do have similar skills or experience.
We do not deploy face recognition AI tools or any other AI tools during video interviews or face-to-face interviews. Notes are taken manually during an interview by the individuals that are present for the interview.
