Humanity, a $61.5 billion technology company, overturned its May policy and now allows job seekers to use AI, particularly its Claude model, to improve application materials, while maintaining restrictions during evaluations and interviews.
In May, humanity had banned job seekers from using artificial intelligence tools during the employment process. This stance is currently being revised. Valued at $61.5 billion, the company communicated its updated policy to Fortune, indicating that job seekers are permitted to use AI to improve resumes, cover letters and other application materials. However, this change includes certain restrictions. Applicants remain primarily prohibited from using AI during most evaluation and live interview phases unless expressly instructed.
Humanity's rationale for this policy shift is rooted in its internal practices. The company states in its candidates' AI guidelines: “Because anthropology uses Claude every day, we are looking for candidates who are good at working with AI.” The company also extended its invitation to applicants, “If it makes sense, we encourage you to use Claude to show us your unique perspective, skills and experience.” Previously, humanity justified the ban on AI tools by arguing that employment managers could better evaluate applicants' “personal interests” and “non-AS assisted communication skills.”
Adjusting guidelines may reflect practical difficulties associated with enforcing a complete ban on AI use. Furthermore, enabling candidates to use Claude will align with humanity's own AI applications within the recruitment infrastructure. The company uses Claude to generate job descriptions, enhance interview questions, and manage candidate communications. This mutual application of AI aims to level the field of applicants.
Jimmy Gould, head of talent for humanity, told LinkedIn that the change was “not revolutionary, but intentional.” He adds, “We recognize that deploying AI in employment requires careful consideration of fairness and bias, so there is a reason for the approach to be experimented, tested and transparent.”
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Humanity used Claude during the employment process to establish specific guidelines for applicants. Applicants are expected to use this tool with thoughtful thought, maintain reliability and work with transparency. The company provides an overview of clear phases where the use of AI is permitted or restricted.
- At the time of application: Applicants must independently create initial resume drafts, cover letters, and responses to application questions. Following this, Claude may be employed to improve these materials, aiming to be “Polish.”[ing] how [they] About communication [their] work. “
- Takeaway ratings: Claude is only available by candidates if an explicit order allows its use. Otherwise, the tool is prohibited at this stage.
- Preparation for the interview: Claude allows applicants to conduct human studies, practice interview responses, and develop interview questions.
- Live interview: No AI assistance will be allowed during this segment of the process unless a specific permission is provided.
These updated guidelines provide greater flexibility compared to previous blanket bans. Humanity shows that policies on the use of AI in employment receive regular reviews and updates “to reflect evolving AI capabilities.”
Humanity is not unique in considering the role of AI in recruitment. Goldman Sachs, for example, issued an order to students applying for EMEA's Academy of Private Investment. The bank explicitly stated that “we will prohibit the use of external sources, including ChatGPT and Google search engines, during the interview process.”
Despite some company restrictions, AI is increasingly shaping the broader employment landscape, affecting both recruiters and job seekers. Organizations such as KPMG, Eventbrite and Progressive are leveraging AI technology to manage large quantities of applications, promote employment timelines, and increase the accuracy of employment decisions. This AI application has proven useful in streamlining the process of reviewing a wide range of documents.
Job seekers are also increasingly adopting AI tools, particularly in response to the competitive job market. A 2024 report from Canva shows that almost half of job seekers used the generated AI to “build, update, or improve” their resumes. According to data from consulting firm Neurosight, Openai's ChatGPT has emerged as a particularly popular tool, with around 57% of applicants adopting chatbots in their recruitment applications. Additionally, a 2023 report by Outstanding CV said that around 73% of Americans would consider using AI tools in 2024 to help decorate or mislead information about their resumes.
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