As of 13 August 2026, AI can only partly create a recruitment policy for your UK business.

What to actually do

1. Hand it to a person

   The route this page recommends

   Someone with a licence or accountable authority has to sign this before it counts.

2. Use a tool built for this

   Second choice

3. Do it yourself

   The distant third

   A chat interface, chat-fluent skill, and roughly 1 hour until you can act on the result.

   How to actually do it

   1. Open GOV.UK guidance on employment, equality and data protection, and save the pages relevant to your recruitment process.
   2. Gather your current recruitment documents, including job advert templates, application forms, interview questions, scoring sheets, offer letters, privacy information and complaints process.
   3. Ask the people who recruit in your business to describe the actual process from vacancy approval to rejection or offer, including who makes each decision and where records are stored.
   4. Paste the prompt and your gathered business details into a chatbot, then replace every [BUSINESS DECISION NEEDED] marker with an agreed internal decision or leave it marked for review.
   5. Compare each legal statement, source link, retention rule and screening step in the draft with current GOV.UK guidance and your actual systems and practices.
   6. Send the draft and its unresolved-risk list to a UK employment solicitor or qualified HR adviser, and ask them to check discrimination, data protection, right-to-work, criminal record and automated decision-making points.
   7. Obtain internal approval from the person responsible for people policies, publish the final version in the staff handbook or policy location, and brief everyone who recruits.

   Prompt

   Create a draft recruitment policy for a UK business using the information below.
   
   Business name: [business name]
   Business type and sector: [sector]
   Number of employees: [number or approximate size]
   People involved in recruitment: [roles]
   Types of roles recruited: [role types]
   Where roles are advertised: [channels]
   Current recruitment stages: [stages from vacancy approval to offer]
   Use of recruitment agencies or software: [details]
   How applications and interview notes are stored: [systems and locations]
   Who can access recruitment records: [roles]
   Current retention and deletion rules: [rules, or say none]
   Reasonable adjustment process: [process, or say none]
   Complaints or appeals route: [route, or say none]
   Relevant internal policies: [list]
   
   Write in plain British English. Make the policy practical for managers and candidates. Include purpose, scope, principles, responsibilities, approval of vacancies, advertising, applications, shortlisting, interviews, selection decisions, reasonable adjustments, conflicts of interest, safeguarding where relevant, candidate communications, records and access, retention and deletion, complaints, monitoring and review. Do not invent facts, legal duties, retention periods, systems or approval arrangements. Mark missing decisions as [BUSINESS DECISION NEEDED].
   
   Use current UK sources where a legal or regulatory statement is necessary, preferably GOV.UK, and give a source link beside that statement. Do not present the draft as legal advice. Flag every point that needs checking by a UK employment solicitor or qualified HR adviser, especially equality, discrimination, data protection, right-to-work checks, criminal record checks, agency arrangements and automated decision-making. Put a short list of unresolved risks and decisions at the end. Do not include personal data.

   Open it prefilled in ChatGPT or Claude, or copy it into Gemini, which takes no prefill link.