An HR team member is reviewing a Claude-drafted set of interview questions intended for use across all candidates for a single role. The questions will be asked in the same order to every candidate.
Which review practice best supports fairness?
A.
Review the questions to ensure they apply equally to all candidates, avoid assumptions about candidate backgrounds, and focus on the role's actual requirements.
B.
Review the questions for length and tone, since the questions Claude drafts are well-aligned to role requirements by default and need only stylistic adjustment.
C.
Review the questions and add follow-up questions tailored to each candidate's resume so each interview can explore the candidate's specific experience.
D.
Review the questions and rotate the order across candidates so no candidate is consistently asked the hardest questions first.
Under the objective Understand ethical implications of AI usage , applying AI in human resources demands rigorous bias auditing to ensure fair, standardized, and legally defensible evaluation practices.
Structured interviewing requires that questions focus strictly on observable, job-related competencies and avoid implicit assumptions or biased phrasing that could systematically disadvantage candidates from diverse non-traditional backgrounds (Option A). Human review must verify that Claude-generated questions remain objective, relevant, and standardized across applicants. Assuming AI outputs are unbiased by default and checking only stylistic tone (Option B) introduces compliance and equity risks. Injecting unstructured, ad-hoc questions per candidate (Option C) or scrambling question order inconsistently (Option D) undermines standardization and equitable scoring across applicant pools.
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