How to choose an AI screening tool

Last reviewed 23 September 2026

1. Start with the problem

Be clear what you need. Screening every applicant for volume roles is a different job from testing specialist skills or interviewing senior hires. A tool built for one is often clumsy at the others.

2. Decisions and fairness

• Does the tool make or recommend rejections automatically, or does a person decide?
• Can you see a full record of each screen - the questions and answers - or only a score?
• How is it tested for bias, and will the vendor share results?
• Does it use anything beyond what the applicant submits, such as social media?

3. Data and compliance

• Where is candidate data hosted? Is any sent outside the UK - including to AI model providers?
• Will the vendor sign a data processing agreement and share its DPIA?
• Does it use your candidates' data to train its models?
• Can candidates access, correct and delete their data, and withdraw?

4. Candidate experience

• How long does the screen take on a phone?
• Which languages can candidates use?
• Is there an alternative route for applicants who need adjustments?

5. Fit and cost

• Does it work with your careers page and ATS, or does it need a project?
• Is pricing published? Per screening, per seat or per year - and is there an annual commitment?
• Can you trial it on a real role before you sign?

For side-by-side comparisons, see talking to every applicant vs CV scoring and AI screening vs assessment platforms. For the legal background, see AI screening and UK law.