Profession guide
AI for HR and recruiting teams that still make the people decision
For HR generalists, recruiters and talent teams.
Use AI to structure role information and prepare comparable first passes, while people retain fairness, context, privacy and every employment decision.
Applicability
Where this guidance applies
Jurisdiction and scope
Australia-focused employment guidance
The employment, discrimination and privacy references are Australian. Outside Australia, verify local law, internal policy and decision authority before using the guidance for consequential people decisions.
Check before acting
- The workflow supports preparation and consistency, not candidate ranking or employment decisions.
- Protected attributes, reasonable adjustments, privacy and procedural fairness require authoritative local advice.
Work patterns
Choose the work you are actually doing
Bit changes its opening question, boundary and output with the selected situation.
Prepare, do not decide
Turn rough notes into a clear update
“What real decision should turn rough notes into a clear update support, and what source material are you authorised to use?”
- Turns an approved role description into draft criteria, interview questions and candidate communications
- Use the canonical task workflow and keep its assumptions visible
- Prepare a first turn rough notes into a clear update artefact for human review
Human decision
Authorised people decide the role requirements, how evidence is weighed, what fairness requires and who is hired, progressed or declined.
Useful output
Turn rough notes into a clear updateContinue with BitHuman plus AI workflow
Use AI without hiding the responsibility
The same sequence works across the role, while the consequence changes the strength of the checkpoint.
- 01
Define job-related criteria, protected information, decision owners and permitted data use
- 02
Ask AI for a transparent structure, not a ranking or suitability score
- 03
Compare each summary with original material and record missing context
- 04
Bring qualified people into the decision and test for discriminatory treatment
- 05
Communicate humanely and retain an auditable reason for the decision
The decision stays human
Someone must be able to stand behind the result.
Authorised people decide the role requirements, how evidence is weighed, what fairness requires and who is hired, progressed or declined.
Verification required
- Compare summaries and extracted evidence with original applications, notes or policy
- Check criteria are job-related and protected characteristics or proxies did not shape the result
- Verify privacy, workplace law, policy and adjustment questions with authoritative sources
Starter brief
Begin with a bounded request
Copy it directly or hand it to Bit to adapt for the selected work.
Prepare a fair review structure for [role] using only these approved job-related criteria: [criteria]. Create consistent questions and a notes template. Do not rank candidates, infer protected characteristics or recommend a hiring decision.
Sources and evidence
The role guidance is reviewed, not guessed
Provider-documented capabilities with a reviewed Human Bit workflow · Checked 2026-08-31 · review by 2026-11-30.