Right To Play (RTP) is using Artificial Intelligence (AI)-powered tools to support recruitment process. It provides benefits in automating and simplifying process and manual and repetitive work to achieve greater efficiency, scalability, and consistency. Our overall approach is that AI tools should be used to help us do better work – not to do the work for us. All hiring decisions are made by human reviewers.

We recognize the potential risks that come with advancing technologies. The Right To Play AI Policy will guide our approach in identifying and adopting AI-powered tools. This helps ensure the use of AI is meeting the principles defined in the RTP AI Policy Responsible AI Framework:

  • Privacy: Individual privacy must be respected, and any use of AI should be compliant with data privacy laws such as GDPR (General Data Protection Regulation).
  • Fairness and Bias Detection: Unbiased data must be used to produce fair predictions.
  • Explainability and Transparency: Decisions or predictions should be explainable, meaning that the reasoning behind the decision or prediction can be understood and traced by humans. This is important for ensuring accountability, fairness, and trust in the use of AI systems.
  • Safety and Security: The system needs to be secure, safe to use, and robust (i.e. it withstands errors or unexpected inputs)
  • Validity and Reliability: Plans must be made to monitor the data and the model.
  • Accountability: A human needs to take responsibility for any decisions that are made based on the model.

Right To Play's Use of AI

The advancement of AI tools is developing rapidly. The following list aims to illustrate the currently available AI-powered tools related to recruitment. This list is not exhaustive and the goal is to highlight available options at the time when this document is published.

The use of AI-powered tools - such as Applicant Tracking System (ATS), open generative AI (Gen AI), machine learning (ML) models or systems RTP develops internally - in the recruitment process may include:

  • Support with improving, editing, proofreading of recruitment related documents (e.g. Job Descriptions, job adverts, copies for social media in advertising, email communications, etc.)
  • Research on market intelligence and trends
  • Improve interview questions and technical assessment
  • Generate interview notes and meeting summaries
  • Schedule calls and interviews
  • Translation
  • Respond to candidates’ enquiries via ATS

P&C and employees who are involved in the recruitment process must pay extra attention to the data protection, privacy and responsible AI use when dealing with confidential and private information about RTP and candidates, including but not limited to, information on CV, Cover Letter, video responses and submissions. This information MUST NOT be entered into AI platforms.

While the use of AI can enhance accessibility, it can also introduce new barriers such as excluding users of specific needs, create new bias or reinforce bias, lack of inclusive designs, etc. It is important to keep this in mind when the hiring team are setting up interview questions and technical assessment.

When preparing interview questions and technical assessments, hiring manager, technical lead and P&C should take into consideration candidates are likely to utilize AI tools in the process. Interview questions and technical assessment should be able to effectively assess candidates’ suitability to the role based on the relevant experience, competencies, and skill set highlighted in the Job Description. Ask for individual input, personalization of approach and follow up questions based on their experience. This will help differentiate candidates’ individuality from generic responses produced by AI tools.

Candidates’ Use of AI

Our goal is to attract highly qualified professionals who are passionate about RTP’s mission and values and as a result have a highly positive impact on our programs. We’d like to learn how each candidate, as a person, can bring to RTP and how we can collaborate as a team. We value genuine collaboration and interactions – but not an AI-generated team member.

With that in mind, the Responsible AI Framework in the RTP Artificial Intelligence Policy will be the guiding principle to candidates’ use of AI.

  • Privacy: Individual privacy must be respected, and any use of AI should be compliant with data privacy laws such as GDPR (General Data Protection Regulation).
  • Fairness and Bias Detection: Unbiased data must be used to produce fair predictions.
  • Explainability and Transparency: Decisions or predictions should be explainable, meaning that the reasoning behind the decision or prediction can be understood and traced by humans. This is important for ensuring accountability, fairness, and trust in the use of AI systems.
  • Safety and Security: The system needs to be secure, safe to use, and robust (i.e. it withstands errors or unexpected inputs)
  • Validity and Reliability: Plans must be made to monitor the data and the model.
  • Accountability: A human needs to take responsibility for any decisions that are made based on the model.

Candidates will be asked to declare the use of AI during the application and hiring process.

Candidates may be asked to explain or elaborate on your answers in a follow-up interview. If you fail to disclose your use of AI tools or if you use AI tools inappropriately, it may result in an investigation and serious consequences, including the rejection of your application.

Some examples of do’s and don’ts for candidates to illustrate the use of AI in RTP’s recruitment process:

Do Use AI To:
  • Support with the research on RTP, our programs, industry trends, and any relevant information
  • Identify key skills and competencies for the role
  • Find ways to express your ideas in a clear and impactful manner
  • Edit, proofread, and check spellings, grammar, etc.
  • Practice for interview questions, format examples into STAR method
  • Elevate your responses or identify improvements

Do Not Use AI To:
  • Generate the full response and copy and paste directly to the application or repeat word by word during interview
  • Use it to complete technical assessment without any personalization, contextualization, or editing
  • Use AI to answer questions during live panel interviews
  • Use AI when there are clear instructions the use of AI tools is not allowed
  • Put confidential and private information about you and RTP into AI tools

While the use of AI can enhance accessibility, it can also introduce new barriers such as excluding users of specific needs, create new bias or reinforce bias, lack of inclusive designs, etc. We are committed to providing accommodations to candidates with disabilities during the recruitment and selection process, and thereafter. Please reach out to the People & Culture team by email at [email protected].  All information provided will be treated as confidential and used only to provide an accessible candidate experience.