At Bestwin Recruiting, technology supports our recruiters — it does not replace them. This AI Policy explains how we use artificial intelligence (“AI”) tools in recruitment, the limits we place on them, and the rights you have. It should be read together with our Privacy Policy.
1. Our principles
- People decide. Qualified recruiters review every AI-assisted output, and people make every decision about shortlisting, rejection and progression.
- Transparency. We are open about where and why AI tools are used.
- Fairness. We aim to assess people on skills, experience and suitability for the role, and we do not use AI in ways intended to discriminate.
- Privacy and security. We protect personal data in line with our Privacy Policy and apply data minimisation when using AI tools.
- Accountability. Bestwin remains responsible for the outcomes of its recruitment work, regardless of the tools used.
2. What we mean by AI
AI refers to software that can analyse information, summarise content, or generate suggestions, text or recommendations. In recruitment this may include tools that help organise information, draft communications or highlight relevant experience.
3. How we may use AI
- Administrative support: organising and summarising CV and profile information, drafting and editing communications, and supporting scheduling.
- Research and sourcing support: helping identify potentially relevant skills or experience in information that is publicly available or that you have provided to us.
- Content and reporting: preparing job descriptions, market summaries and internal reports.
- Matching support: highlighting how a Candidate’s stated experience may align with a role’s requirements, as one input for a recruiter to consider.
4. What we do not do
- We do not allow AI to make final decisions about hiring, shortlisting or rejecting a Candidate.
- We do not automatically reject Candidates based on an AI score or ranking.
- We do not use emotion-recognition technology or infer sensitive characteristics, such as health, ethnicity or religion, from CVs, photos, voice or video.
- We do not use AI to covertly collect or infer private information from personal social media accounts.
- We do not use AI to make job offers; offers remain a decision between the Client and the Candidate.
- We do not enter sensitive personal data into AI tools that are not appropriately secured.
5. Human oversight
A recruiter reviews all AI-generated output before it is relied on or shared. Recruiters can override or disregard any AI suggestion, and are expected to verify information against the original CV, profile or conversation. Not every application results in an interview or an offer, and the reasons can include a close match with more suitable applicants, the role’s essential requirements, or the role closing. Each of these outcomes is determined by a person.
6. Fairness and bias
AI tools can reflect biases found in the data they were trained on. To reduce this risk, we apply human review at every stage, avoid relying on any single automated output, keep our assessment criteria tied to the requirements of the role, and take any concern about unfair treatment seriously and review it promptly.
7. Data protection and AI tools
- We use AI tools only from providers whose security and data-handling practices we have reviewed as reasonable for the purpose.
- We limit the personal data provided to an AI tool to what is necessary for the task.
- Personal data is handled, retained and protected as described in our Privacy Policy.
- Where personal data is transferred internationally through a tool, we apply safeguards as described in our Privacy Policy.
8. Your rights
- Human review: you may ask for a person to review any decision or outcome in which AI played a part.
- Explanation: you may ask us to explain, in plain language, how AI tools were used in connection with your application.
- Access and correction: you may ask to see and correct the personal data we hold about you.
- Objection: you may object to the use of your data, or ask us not to use AI tools in handling your application, and we will consider your request in line with applicable law.
- Complaint: you may raise a concern with us, or with your local data protection authority.
9. Legal framework
We aim to meet applicable data protection and anti-discrimination laws wherever we operate, including where relevant the GDPR, and to follow the principles of emerging AI regulation, such as the EU Artificial Intelligence Act, that treats AI used in recruitment as high-risk and calls for human oversight, transparency and risk management.
10. Review of this policy
AI technology and the law are changing quickly. We review this policy regularly, at least once a year, and update it when our practices or legal requirements change. The current version is always available on this page.
11. Contact
For questions, to request human review or to raise a concern about our use of AI, contact:
Bestwin Recruiting Bahawalpur, Punjab, Pakistan Email: info@bestwinrecruiting.com