Using AI to conduct first-round interviews is efficient. Using it without proper candidate consent is a PDPA problem. Here's what valid consent looks like — and how to get it right without adding friction to your process.
In a traditional interview, a candidate walks into a room and speaks with a person. The implicit understanding is clear: they're being evaluated. But AI interviewing introduces new elements — a recording, automated scoring, integrity monitoring — that candidates may not anticipate if they're not told upfront.
PDPA requires informed consent before personal data is collected. An AI interview collects audio (and in HireCredible's case, processes but does not store video). For consent to be valid, candidates must know this is happening and agree to it before it starts.
Beyond PDPA, informed candidates are better candidates. When they understand the format, they can prepare appropriately. The interview data you collect is more useful when candidates are engaged rather than surprised.
At minimum, your disclosure should cover:
This information can be included in the interview invitation email and is repeated at the start of the interview itself.
If you're writing your own candidate communication, here's a plain-English template that covers the key disclosure requirements:
"The first stage of our hiring process uses an AI-powered interview platform (HireCredible). The interview takes 15–25 minutes and is conducted by Sofia, an AI interviewer. Your responses are recorded as audio and processed automatically to generate a score. No video is stored — only a text transcript and your scores are retained. The interview must be completed on a desktop or laptop. Before the interview begins, you'll be asked to confirm your consent. If you have questions about this process, please reply to this email."
Clear, direct, and complete. It sets expectations without being alarming — because an AI interview, properly explained, is not alarming. It's a convenient format that lets candidates participate on their own schedule.
HireCredible collects consent automatically — you set up the role, we handle the rest.
Start Free — No Credit CardWhen a candidate clicks the interview link from HireCredible, the first thing they see is a clear pre-interview screen. It explains the format, what's collected, and how data is used. They must actively confirm their consent before the interview begins.
This consent is recorded as part of the interview session. You don't need to build a separate consent workflow or add a form to your candidate communication process. The consent collection is embedded in the interview entry flow.
If a candidate declines consent, they're not able to proceed with the interview. You'll see a "declined" status for that candidate in your dashboard and can follow up directly.
A small proportion of candidates will decline AI screening. This is a legitimate choice. How you handle it matters for both candidate experience and fairness.
Options include: offering an alternative screening method (phone screen), explaining that the AI interview is a required step in your process, or notifying the candidate that you'll be unable to progress their application without the screening step. Any of these is valid — what matters is consistency. Apply the same approach to every candidate who declines, regardless of how strong their CV appears.
Do I need explicit consent to conduct an AI interview?
Yes. Under PDPA, you need consent before collecting personal data — including audio and video during an AI interview. Candidates must be informed of what's collected and confirm consent before the interview begins.
What should I disclose to candidates before an AI interview?
At minimum: that the first round is AI-conducted, what data is collected, whether video is stored, how scores influence the hiring decision, and how to contact you with questions.
What if a candidate refuses to consent to AI screening?
That is their right. You should have a consistent process for handling this — either offering an alternative method or explaining that the AI screening step is required to proceed.
Does HireCredible collect consent on my behalf?
Yes. Before any interview begins, HireCredible shows candidates a clear explanation of the process, what data is collected, and how it's used. Candidates must actively confirm consent before proceeding.
Can candidates withdraw consent after completing the interview?
Candidates can request data deletion after the interview. Since HireCredible stores no video, a deletion request only applies to the text transcript and scores, which you can manage through the dashboard.
HireCredible handles candidate consent automatically. Try it free on your next role.
Start Free →