AI Interview Transparency Disclosure
At HP, we are committed to providing a fair, transparent, and secure interview experience. During this interview, HP uses technology (including AI tools) to support the interview process which has been designed with safeguards to help ensure consistency, integrity and quality of the experience for all candidates.
How We Use Technology During Interviews
HP uses AI Interview tools to conduct structured video interviews and support the assessment of job-relevant competencies.
The system generates interview questions based on (i) the interview form, which consists of recruiter-defined questions; (ii) information relevant to the role, such as job description attributes (e.g., required skills, related job titles, position level); and (iii) where enabled, details provided by the candidate, such as their resume (CV) content, job applications and hiring-related information, experience, education data, industry and profile data (including inferred skills based on job titles, descriptions of prior roles, and other submitted information).
The system applies evaluation criteria to interviews based on: (i) the interview pre-approved questions and selection criteria selected by the recruiter; (ii) the job description; and (iii) human-defined calibration parameters. For instance, candidate responses, including examples and experiences related to job duties, skills, knowledge, and behaviors, are then analyzed by the tool using predefined, job-related criteria. The system identifies patterns or correlations that match the relevant skills, competence, experiences for the role, and indicators of successful performance.
Evaluation criteria are designed to be objective and relevant to the role. They are not based on administrative signals (e.g. short notice period), logistical signals (e.g. shift preferences), or vague or subjective attributes (e.g. "good attitude").
The tool generates structured outputs to support the evaluation process, including: (i) summaries of candidate responses; (ii) feedback aligned to each interview question and evaluation criterion; and (iii) indicators of whether specific criteria are met, not met, or cannot be determined, supported by evidence from the interview transcript.
These outputs are intended to assist human reviewers in assessing candidates consistently. Just like interviewing with a human, clear, complete, and relevant responses may help demonstrate qualifications and communication skills, while incomplete or unclear responses may limit the available evidence used in the evaluation.
The AI may also assess your communication and language skills, where applicable. Well-structured responses using appropriate terminology will help demonstrate good communication and language proficiency.
Human Review and Decision-Making
It is important to understand that the AI Interview tool does not automatically advance or reject candidates. All hiring decisions are made by recruiters and hiring managers who have conducted in-person interviews and will use AI interviews as additional input, after reviewing AI outputs, including interview summaries, question-level response, and any supporting evidence from the interview recording and/or transcript, alongside the candidate’s application, resume, and other job-relevant information, to ensure a fair and comprehensive evaluation throughout the recruitment process.
How Signals Are Used
As part of the AI interview process, HP will also use automated tools to monitor technical and session activity, such as connection status, browser activity, system behavior, and selected browser interactions, to help identify technical interruptions or issues that may affect the interview experience.
Interview recordings and related session data may be used to support review of the interview and its outputs.
These signals are provided for recruiter reference only. They are designed to support the integrity and consistency of the interview process and to help identify potential technical or potential irregularities during the interview session; and may be evaluated for the use of external resources used by candidates to gain an advantage over other candidates in the hiring process.
Session activity data and related signals are not used as a direct input into candidate evaluation or scoring.
| Interview Signals | Technical Signals Used for Interview Flags |
|---|---|
| Microphone muted | Detects when the candidate mutes or unmutes their microphone during the interview. |
| Fullscreen exit | Detects when the candidate enters or exits full-screen mode during the interview. |
| Browser tab switched | Detects when the candidate switches browser tabs by tracking browser visibility and focus. |
| Candidate rejoined multiple times | Detects when the candidate rejoins the interview after a disconnection. |
| Candidate moved out of view | Detects when no person is visible in the webcam frame. A flag is triggered only if no person is detected for at least 10 continuous seconds. |
| Multiple people in view check | Detects when more than one person is visible in the webcam frame, which may indicate outside assistance or a proxy candidate. |
| Prohibited item seen on screen check | Detects prohibited objects such as a phone, tablet, or notebook in the video feed. |
| Developer tools access check | Detects when browser developer tools are opened during the interview. |
Your Privacy and Rights
HP handles your personal data in accordance with applicable privacy laws and HP’s Job Applicant Privacy Notice. You have rights regarding your personal data, including access, correction, deletion where applicable, and the ability to raise questions or concerns about how your data is used.
If you have questions about HP’s use of AI Interview tools, or if you wish to exercise your privacy rights, please submit a request through HP’s Privacy Office and Data Protection Officer form. This includes questions about what information and factors were considered, how your information was assessed, how results were determined, or the human review process and decision.
In the form, select the following options: Myself > Prospective HP employee > Request regarding personal data (data copies or data deletion) > Requesting copies of data > Specific data. In the description field, provide a detailed summary of your privacy question or complaint and include the term “AI Interview.”
For more information about how HP processes your personal data for your job application process and additional privacy rights, please review HP’s Job Applicant Privacy Notice or contact HP’s Privacy Office.
Note for Internal Candidates: HP provides various employee resources such as the EAP program and internal complaint processes. To learn more about available employee resources, contact your HR representative. For more information concerning HP’s internal complaint processes, please reach out to the Legal Ethics and Compliance team.
June 2026