The Australian Public Service, guided by the Australian Public Service Commission, has introduced expectations for the transparent and responsible use of artificial intelligence (AI) in recruitment, with agencies required to implement these principles by 1 June 2026.

These expectations apply to both:

• Agency use of AI (e.g. tools supporting job design, screening, or assessment)
• Candidate use of AI (e.g. preparation of applications and responses)

For many agencies, this introduces new considerations across the recruitment lifecycle, including transparency, fairness, consistency of decision-making, and the ability to explain and defend outcomes.

In practice, agencies are focused on establishing a defensible baseline approach by June, while progressively strengthening capability over time as guidance and expectations continue to evolve.

What this means for agencies

The introduction of AI into recruitment environments changes how agencies must think about:

• Merit and fairness in the context of AI-assisted applications
• Consistency of decision-making across hiring managers and panels
• Transparency of process, including how AI is used or not used
• Documentation and auditability of recruitment decisions
• Alignment with broader AI, data and IT governance frameworks

For smaller or specialist agencies, the challenge is ensuring these requirements are addressed in a way that is proportionate, practical, and does not create unnecessary administrative burden.

How we support Agencies

We support Commonwealth agencies to implement APS expectations in a way that is usable in practice and defensible under scrutiny.

Our approach focuses on two key outcomes:

1. Establishing a Defensible Baseline

We work with agencies to implement practical, targeted improvements that support immediate readiness, including:

• Review of current recruitment processes and practices
• Identification of where AI is already being used (formally or informally)
• Development of fit-for-purpose guidance for:
  
  • Hiring managers and panels
  • Candidates (including expectations for AI use)
• Updates to recruitment materials and communications
• Introduction of simple decision-making and transparency controls

2. Strengthening Capability Over Time

We support agencies to progressively mature their approach through:

• Development of high-level maturity uplift roadmaps
• Embedding AI considerations into HR frameworks and recruitment processes
• Strengthening consistency of decision-making and documentation practices
• Supporting integration with IT systems, data controls, and governance arrangements
• Aligning responsibilities across HR, IT and emerging AI-specific roles

Our Approach

Our work is grounded in extensive experience supporting APS agencies to improve recruitment frameworks, governance and decision-making.

We focus on delivering solutions that are:

• Defensible – aligned to APS expectations and capable of withstanding scrutiny
• Proportionate – tailored to the size, risk profile and operating context of the agency
• Practical – designed for day-to-day use by hiring managers and staff
• Integrated – aligned with existing HR, IT and governance structures

Outcome

Agencies are supported to:

• Implement APS AI recruitment expectations in a clear and practical way
• Reduce risk of inconsistent or unclear recruitment practices
• Improve confidence in the fairness and defensibility of decisions
• Establish a structured pathway to strengthen capability over time