CRA Responsible Use of AI in Recruiting

When appropriately applied, AI can help reduce administrative tasks and improve responsiveness, allowing recruiters and hiring managers to spend more time engaging with candidates. We use technology to improve efficiency, but not at the cost of a personalized candidate experience.

AI tools support our recruiting team to:

• Invite candidates to consider opportunities that also or better align with a candidate’s experience and interests;
• Identify relevant skills or qualifications from application materials;
• Prepare interview guides and review role requirements so interviewers can conduct more informed and effective discussions with candidates;
• Support interview scheduling and other administrative tasks; and
• Improve the efficiency and consistency of our recruiting processes.

AI is not used to make hiring decisions. Employment decisions are made by trained professionals, and human judgment remains central throughout our hiring process.

Human reviewers remain responsible for:

• Evaluating candidate qualifications and selecting candidates to advance in our interview process.
• Conducting interviews.
• Assessing job-related competencies and potential.
• Making hiring and selection decisions.

We are committed to using technology responsibly. We regularly evaluate our recruiting processes and any AI-enabled tools we use to help promote fairness, consistency, and compliance with applicable laws and regulations. We seek to use technology in ways that ensure candidates have opportunities to demonstrate the unique experience, perspectives, and capabilities that distinguish them. We aim for every candidate, regardless of hiring outcome, to experience a professional, respectful, and transparent process that reflects CRA’s values and reputation.

When considering the use of AI, we strive to:

• Reduce administrative burden and improve efficiency;
• Maintain appropriate human oversight;
• Protect against inappropriate bias
• Apply consistent evaluation standards;
• Prioritize the privacy and security of candidate information; and
• Fully comply with all relevant laws and regulations.

Candidate information is handled in accordance with our privacy policies and applicable data protection laws; our privacy notice is accessible here. We work with trusted technology providers and take reasonable measures to safeguard personal information.

We believe candidates should understand how technology is used during the hiring process. If you have questions about our use of AI or other recruiting technologies, please contact our Talent Acquisition team at careers@crai.com.

While candidates are neither expected nor encouraged to use AI in connection with their employment applications, we recognize the pervasive availability of these tools.

AI use should be limited to the following tasks:

• Identify jobs that align with your experience and interests;
• Help develop application materials and highlight relevant skills or qualifications;
• Draft communications to CRA and for employment applications; and
• Support application and interview preparation.

You are accountable for all application materials and content. We expect your application for employment to reflect your authentic voice, experiences, and perspective. We want your unique viewpoint, not the generic output of an AI tool. 

The purpose of the hiring process is for CRA to learn about you and your experiences as they related to the job for which we are hiring and for you to learn more about CRA and the job for which you are applying.  We have a mutual interest in making sure that your use of AI does not result in any misunderstandings or mistaken impressions.  In addition, consistent with our expectations for employees, we expect applicants for employment to use technology responsibly.

Therefore:

• You should not rely solely on AI to create application materials. Always review any material generated through AI for accuracy, clarity and relevance. Generic output is not helpful to your application.
• You should not use AI or try to exploit CRA’s use of AI to try to gain an unfair advantage in the application process. As an example, hiding text or code in a resume or application to try to manipulate a CRA system to prioritize your application is something that we would view as unethical.  If we find that an individual has engaged in conduct that CRA considers to be unethical or unprofessional in connection with an application for employment, that application will be rejected and the person may be deemed to be ineligible for any employment opportunities with CRA for some period of time.
• We expect that you turn off all AI applications during virtual and live interviews. Examples include natural language processors (like CoPilot, ChatGPT), real-time interview assistants (like LockedIn AI) and avatar impersonators (like D-IS, Firefly).
• If asked about your use of AI in connection with the application process, we expect you to answer honestly. False statements or representations regarding the use of AI in connection with the application process will be treated like any other false statement in an application, resume, or interview and will result in the application for employment being rejected or any job offer being revoked and the person being deemed ineligible for any employment opportunities with CRA for some period of time.