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      AI and our hiring process

      AI is changing how we work, communicate and apply for jobs. Used responsibly, it can help make parts of the hiring process simpler and more effective. At Ericsson, we believe human judgement should remain at the heart of hiring.

      That applies to both sides of the process. We want you to feel confident using AI responsibly to support your application, while understanding where the boundaries are. And we want to be transparent about how Ericsson uses AI in recruitment and the role our people continue to play in hiring decisions. 

      Your use of AI when applying

      We support the responsible use of generative AI to help you present your experience clearly and polish your application, but not to misrepresent your skills, qualifications or experience. 

      Think of AI as a tool to help you communicate your own experience more effectively, rather than something that creates that experience for you. 

      Your application

      • You are welcome to use GenAI as a writing assistant to help structure and articulate your thoughts—much like a grammar or spell-checking tool. Some ways you can use AI effectively include:
      • Refining your writing – Draft your own thoughts first, then use GenAI to improve clarity, organization, and phrasing.
      • Checking grammar and tone – AI can help polish your writing so it’s more professional and well-structured.
      • Asking AI for guidance on how to structure a CV or cover letter, e.g. to produce a structured view of your skills, but the content must be based on your actual experience.
      • Ensuring consistency – AI can help you make sure your application materials are coherent and aligned.

      When using AI to refine your CV, cover letter, or application responses, be sure to anonymize personal details (e.g., name, age, address) before inputting them. This helps protect your personal data and maintain privacy.

      We want to see your real skills, experiences, and personality—not something AI has created for you. That means:

      • Do not use AI to generate fictional experiences or skills. Your application should reflect your true abilities and background.
      • Avoid copying and pasting AI-generated responses directly into your application. These responses often sound generic and won’t make you stand out.
      • You should be able to recall and elaborate on everything from your application. If you rely too heavily on AI, you might struggle to answer follow-up questions in interviews.

      Remember, a good interviewer will be able to ascertain if you have genuine experience of a situation and the ability to do something.

      Interviews and assessments

      Preparing for the interview and assessments – AI can be a useful resource for:

      • Researching industry trends and company insights.
      • Understanding the structure of an interview and common questions, practicing interview questions.
      • Understanding psychometric assessments, the types of questions you might encounter.
      • Learning about the types of questions you might face in technical assessment.
      • Practicing responses to improve confidence and communication.

      To maintain fairness in our selection process, candidates are not allowed to use AI tools during any assessments or interviews.

      • Utilizing AI support to complete online tests or any other form of assessment.
      • Using AI to assist in live or recorded interviews (e.g., AI-generated scripts or real-time assistance).
      • Substituting personal input with AI-generated responses.

      If a candidate is found to have used AI in a way that violates this policy, Ericsson reserves the right to disqualify them from the selection process.

      Keep your application authentic

      Your application should be an accurate reflection of your skills, qualifications and experience. 

       

      Don't use AI to invent or exaggerate experience, qualifications or achievements, or to generate responses that do not represent your own knowledge and abilities.

       

      Good luck with your application and we look forward to getting to know the real you.

      Our use of AI in recruitment

      Ericsson uses AI-assisted technology to support specific parts of our recruitment process. We believe it's important that you're able to understand where this technology is being used, what it does and the role people continue to play in the process.

      AI-assisted application matching 

      Ericsson uses Eightfold's AI's matching technology to assess how closely applications align with job requirements set by the hiring team. The resulting match score supports the hiring team's screening process but does not determine the outcome of your application. Selection and hiring decisions are made by Ericsson's talent acquisition teams and hiring managers, and the insights generated by the AI tool do not replace those human decisions. 

      Human judgement stays at the centre 

      AI-assisted matching is there to support our hiring teams, not replace them. 

      The match score provides information that can support the screening process. It does not determine the outcome of your application. Our Talent Acquisition teams and hiring managers make our selection and hiring decisions. 

      Notice for New York City candidates

      Automated Employment Decision Tools and New York City Local Law 144 

      For positions where New York City Local Law 144 applies, Ericsson provides candidates with information regarding its use of automated employment decision tools in the recruitment process. 

      Ericsson uses Eightfold.AI's matching technology as described above to assess how closely applications align with the job requirements set by the hiring team. The resulting match score supports the hiring team's screening process but does not determine the outcome of your application. Selection and hiring decisions are made by Ericsson's talent acquisition teams and hiring managers, and the insights generated by the AI tool do not replace those human decisions. 

      Bias audit information 

      Information about the independent bias audit can be found here.

      Request an alternative process

      If you are applying for a role in New York City and wish to request an alternative selection process or reasonable accommodation regarding the use of AI in your application, please contact our HR Direct team at hr.direct.americas@ericsson.com.

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