# Candidate notices and disclosure
*Module 11, Lesson 3. Not legal advice — have these reviewed in your jurisdiction.*

Good disclosure says four things in plain language: **that AI is used and where, what it
does, what a human does, and how to ask a question or request an alternative.**

---
## 1. On the job ad and application form
> **How we review applications**
>
> We use software to read your CV and match your experience against the requirements
> listed above. It produces a summary and a match indication. A recruiter reads every
> application before any decision to reject.
>
> If you would prefer your application reviewed without this, email [address] and we
> will arrange it at no disadvantage. You can ask us what information we hold about
> you at any time.

## 2. Before a recorded or async interview
> **This interview is recorded.**
>
> A transcript is produced automatically. A recruiter uses it to complete a scorecard
> against the competencies listed in the invitation. **Nothing about your appearance,
> tone of voice or speech patterns is assessed.**
>
> You can ask for a live interview instead, at no disadvantage. You can ask us to
> delete the recording. We keep recordings for [period].
>
> Do you consent to this interview being recorded?  ☐ Yes  ☐ No

## 3. First contact with a sourced candidate
> I found your profile on [source] while looking for [role type].
>
> [Rest of message.]
>
> *We keep contact details for people we approach for [period]. Reply "remove" and we
> will delete yours immediately.*

## 4. When a chatbot is involved
> You are chatting with an automated assistant. It can answer questions about the role,
> the process and timings. For anything else, [route to a human] — someone will reply
> within [time].

---
## Consent that is actually consent
- An alternative route to the same outcome, offered **as prominently** as the default
- Asked **before** the process starts, not once someone is on camera
- Separate from accepting general terms
- Withdrawable, with a route to do it

If you have no alternative process, you are not obtaining consent — you are informing
people of a condition. That may be legitimate, but rely on it as a different legal basis
rather than dressing it up as a choice.

## Where disclosure goes
The job ad, the application form, the invitation to any automated stage, **and** a linked
candidate privacy notice. Repeat it at the point of use. Disclosure buried in a privacy
policy satisfies almost nobody, including regulators.

## The test
Could a candidate read your notice and correctly describe what happens to their
application? If not, it is a liability shield rather than a disclosure — and it will not
work as either.