Our recruitment process, requirements, adjustments and the use of AI
At Hays, people are at the heart of everything we do. Our recruitment process is designed to be fair, consistent and focused on helping every candidate be their best. We also use technology – including an application tracking system and skill-based assessments which is supported through artificial intelligence (AI) to help us thoughtfully and responsibly enhance the recruitment experience, while ensuring that responsibility for the hiring outcome always sits with a member of our Talent Acquisition team.
Our recruitment process
While the exact steps may vary depending on the role and level, our recruitment process typically includes the following stages:
1. Application You apply online by submitting your CV and relevant details through our careers site.
2. Assessment For our Emerging candidates you will complete a skill-based assessment which is tailored to the role you are applying for. This step provides you with an opportunity to complete day-to-day tasks of the role you are applying for.
3. Initial review A member of our Talent Acquisition team reviews your application to understand your experience, skills and alignment with the role.
4. Interview and assessment Depending on the role, this may include:
- A phone or video conversation with a Talent Acquisition Partner
- Structured interviews focused on skills, experience and values
- Role-related tasks or assessments designed to reflect real aspects of the job
These steps help us assess capability in a consistent and objective way.
5. Further interviews For some roles, you may meet with hiring managers or senior leaders to explore role fit, team alignment and future potential.
6. References and offer Candidates will be asked to provide references. Successful candidates will then receive an offer, and all candidates are provided with feedback wherever possible
How we use AI in recruitment
We use AI as a support tool, not a decision-maker. AI is used in parts of our recruitment process to:
- Support structured skills-based assessments
- Assist with scheduling, administration or note-taking
- Help members of the TA team to review information more efficiently
Importantly:
- AI does not make hiring decisions
- Candidates are not automatically rejected by AI
- All final decisions are made by trained Hays recruiters and hiring managers
How you can use AI in the recruitment process
We use AI to thoughtfully enhance the recruitment experience for candidates and hiring teams, not to replace human judgement. It’s only fair that you can use it too, within clear guardrails. Use AI to research, prepare and polish, while keeping your ideas and experiences authentically yours.
Encouraged
- Application & resume: Start by creating your own first draft so we can see your authentic experience and thinking. AI tools can then be used to help polish and improve how you present it.
- Using AI for interview preparation: We encourage you to use AI to support your preparation - including researching the role, practising your answers and preparing questions for our conversation.
- Using AI when completing skills-based assessments: AI can be used to support how you approach the task, as you would in your role. That said, the final answer must be your own, and we expect you to explain your reasoning and how you reached your conclusions.
Not advised
- Creating job experiences: Please ensure that all experience included in your résumé or discussed in the interview is authentic and your own. Experience must not be created, exaggerated, or fabricated.
- Using AI during live interviews: During live interviews, AI tools must not be used to listen or respond. We’re keen to hear directly from you and your own perspective.
Fairness, transparency and human intervention
We are committed to fairness and inclusion at every stage of recruitment. To support this:
- AI outputs are always reviewed by a member of the TA team
- We regularly test and review our tools to reduce the risk of bias
- We use structured, role-relevant criteria rather than subjective judgement
- Candidates can request reasonable adjustments or human review at any stage of the process.
We do not use AI to:
- Automatically shortlist or reject candidates
- Compare or rank candidates without human review
- Make decisions that could materially impact a candidate’s career outcomes.
Responsible use of AI
Our approach to AI is guided by Hays’ Responsible Use of AI in the Workplace Policy, which applies globally across our business. This policy ensures AI is used ethically, securely and in line with our values and legal obligations.
Your questions and rights
We believe in being open about how we recruit. If you have questions about our recruitment process, the use of AI, or would like to request reasonable adjustments, our Talent Acquisition team will be happy to help at ANZTalentAcquisition@hays.com.au.
Reasonable adjustments
At Hays we recognise and value the positive impact a diverse and inclusive working environment has on our employees, candidates and our clients. We actively welcome people of all backgrounds and abilities to apply to positions with Hays. If you would like to discuss adjustments to your recruitment process for opportunities internally within Hays, please reach out to: ANZTalentAcquisition@hays.com.au. Please be sure to include the Position Title and Location of the role you are enquiring about within the body of your email. Sharing information about disability or access needs is entirely optional. Any information provided is treated confidentially and used only to support an inclusive recruitment experience.
Learn more about diversity, equity & inclusion at Hays.
Work for Hays
Hays is the market leader in recruitment in Australia with offices right across the country.
If you’re looking for a role that challenges and helps you to make an impact, let’s create tomorrow together. Explore opportunities available with Hays in Australia.