# Hiring without AI

Every job on HumanFirstJobs promises applicants that a person, not AI, reviews their application and conducts their interviews. Most employers already hire this way. The risk is software that does it quietly: many applicant tracking systems now rank, score or reject candidates with AI, sometimes switched on by default.

This guide covers what to switch off before you publish, and how to run a fast, fair process without it.

## What counts as AI screening

Switch these off, whatever your system calls them:

- **Ranking, scoring or "match" percentages** that order applicants for you
- **Automatic rejection or knock-out rules** decided by a model rather than a yes/no question you wrote
- **Resume summaries or "highlights"** that a reviewer reads instead of the resume
- **AI interviews**: chatbots, recorded video interviews scored by software, voice agents
- **Personality, emotion or "culture fit" analysis** of video, voice or writing
- **Sourcing recommendations** that decide which applicants a person ever sees

You may still use AI to write your job description, fix your grammar or schedule interviews. AI may never evaluate an applicant.

## What is fine

- Plain yes/no questions you wrote, such as "Are you authorized to work in Canada?"
- Filtering by a fact the applicant gave you, such as location or availability
- Calendar tools that let applicants book their own interview slot
- Spell check, translation of your own messages and email templates

## Checking your applicant tracking system

Look in your system's settings for words like **AI**, **match**, **fit score**, **smart ranking**, **recommended**, **insights** or **copilot**. Switch them off for the jobs you post here, or for your whole account. Ask your vendor in writing if you are unsure; keep their answer.

When you publish, we ask which system you use and record your confirmation with the job.

## A fast process without AI

1. **Read every application within a week.** Each job shows applicants the date they will hear back by. Replying on time keeps your reply rate high.
2. **Use a short rubric.** Three to five things the job really needs, scored the same way for everyone.
3. **Decline kindly and quickly.** The applicant inbox sends a respectful decline in one click.
4. **Interview with people.** A 20-minute call with the hiring manager tells you more than any score.

## If you are reported

Applicants can report AI screening or interviews. You are told about every counted report and can respond with your side. Three counted reports within 90 days suspend your account. Read the [no-AI policy](https://humanfirstjobs.com/no-ai-policy) for the details.