A candidate AI notice is a statement telling job candidates where AI or automated tools are used in your hiring process, what those tools look at and how candidates can ask for another route or more information. Several laws require one, including New York City's rules on automated employment decision tools.
Law and compliancetopic
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Telling candidates where AI is used in your hiring, what it looks at and how to ask for another route. Several laws require one.
A good notice is plain and specific. It names the stage where AI is used, such as resume screening, interview scheduling or recorded interview analysis; describes what the tool evaluates, such as skills or job related answers; explains what data is collected and kept; and tells candidates how to request an alternative or accommodation.
Requirements vary by place. New York City's Local Law 144 requires employers and employment agencies to give notice to candidates and employees 10 business days before using an automated employment decision tool. Illinois amended its Human Rights Act, effective January 1, 2026, to require employers to give notice when they use AI in employment decisions.
Rules are changing quickly across states and countries, so notices need regular review. This is not legal advice.
Why it matters to recruiters
Notices are where AI hiring compliance starts. They build trust with candidates, give people with disabilities a route to request accommodations and create a record that you told people what you were doing. Missing or vague notices can lead to penalties, complaints and candidates withdrawing.
An example from a recruiting desk
A retailer hiring in New York City uses an AI tool that ranks applicants for store manager roles. It adds a section to its job ads and careers page explaining that the tool reviews work history and skills against the job requirements, links to the bias audit summary and gives an email address for requesting an alternative review. The notice goes live more than 10 business days before the tool is used.
Tips that help
List every point in your process where AI touches candidates before you draft the notice.
Use plain language that a candidate can read in under a minute.
Include a clear way to request an alternative process or accommodation.
Review the notice whenever you add a tool or hire in a new location.
Mistakes to avoid
Using one vague line like 'we may use technology' that tells candidates nothing.
Forgetting vendor tools, such as scheduling bots or interview analysis, when listing AI use.
Frequently asked questions
Is a candidate AI notice legally required?
In some places, yes. New York City and Illinois are examples, and other states and countries have their own rules. Requirements differ and change often, so check where your candidates live. This is not legal advice.
Where should a candidate AI notice be posted?
Common places are the job ad, the careers page and the application flow, plus an email before an AI assessment. Some laws set specific timing and delivery methods, so follow the rules for each location.
What should a candidate AI notice include?
Say where AI is used, what it evaluates, what data is collected and kept, and how to request an alternative or accommodation. Link to any required audit summary and give a contact for questions.
