Artificial Intelligence (AI) tools are becoming more common in workplaces and during recruitment processes.
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The department has access to AI tools and may use these tools to ensure efficiency when undertaking administrative tasks as part of recruitment processes. We do not use AI tools to make employment decisions – as decisions to shortlist, progress candidates, offer and negotiate roles in a recruitment process are made by departmental employees and are done so in accordance with the APS Employment Principles and the APS Merit Principle.
Candidates may also choose to use AI tools to prepare and to support their application, and should review the information below, and the Principles for candidate use of AI in recruitment before commencing an application.
What we expect of candidates
Candidates are expected to participate honestly and with integrity throughout the process. AI tools may help you organise ideas, refine drafts, or practise interview responses, however, your application should remain your own work and reflect your own experiences, judgment and communication style.
When applying for a role, you should ensure that any information you provide:
- accurately reflects your own skills, experiences, qualifications and achievements
- is written in way that represents you truthfully and authentically
- demonstrates your own understanding of the role and requirements.
We encourage candidates to use the STAR model (Situation, Task, Action, Result) to structure your examples and showcase contributions.
Please note, you may be asked to explain your use of AI tools during the recruitment process.
Using AI appropriately
If you choose to use AI, use it as a support tool only. AI can be helpful for:
- organising ideas
- improving structure and clarity
- identifying areas to strengthen your application
- practising interview responses.
You remain responsible for reviewing and verifying any AI-generated content. You should make sure it is accurate, relevant and clearly reflects your own experience.
Strong applications provide specific examples and clear evidence of your contribution. Generic or overly polished responses may not demonstrate your suitability effectively.
How to use AI the right way
- Be honest and genuine in everything you submit.
- Use AI to support your preparation, not to replace your own thinking.
- Review any AI-generated content carefully to make sure it is accurate and reflects your own experience.
- Tailor your responses to the role and use specific examples.
- Be prepared to discuss your application, examples and claims in your own words.
When AI should not be used
At some stages of the recruitment process, AI use is not appropriate.
For example, during interviews, skills assessments or other assessment activities, candidates are expected to respond based on their own knowledge, experience and capability, without relying on AI-generated responses or assistance.
If AI is used inappropriately, or if information provided is misleading or does not genuinely reflect the candidate’s own experience, this may affect the outcome of the recruitment process. In some cases, an application may be withdrawn. For existing employees, misuse may also be addressed through relevant employment processes.
Privacy and security
Candidates should be careful about the information they enter into publicly available AI tools.
Do not enter personal, sensitive, confidential or official information into public AI platforms unless you are certain it is appropriate to do so. Information entered into these tools may be stored, used or disclosed outside your control.
Department of Education employees must not enter official information, documents or other sensitive material into non-approved platforms or tools, including publicly available AI tools.