Beaumont&Beaumont

Beaumont & Beaumont uses artificial intelligence (AI) as a supportive productivity tool to assist our consultants to work efficiently, consistently, and to a high professional standard. AI is used to support — not replace — human judgement, expertise, or accountability.

We recognise the increasing use of AI across recruitment markets, including by candidates. Our approach is designed to embrace the benefits of AI while protecting the integrity, fairness, and merit-based nature of executive recruitment and selection processes. It is also informed by guidance from the Australian Public Service Commission (APSC), including its ‘AI in recruitment’ resources for agencies and candidates.

At Beaumont & Beaumont, AI may be used to support activities such as:

• drafting and refining job advertisements, candidate information packs, and proposals
• structuring, summarising, or standardising written material
• supporting research, planning, and problem-solving
• standardising language in written reports and correspondence to improve clarity and consistency

All AI-assisted outputs are reviewed, validated, and approved by a consultant before use. Professional judgement always rests with our people.

To be clear and transparent:

• We do not use AI to screen, rank, or shortlist candidates.
• We do not use AI to make selection or appointment decisions.
• We do not rely on AI to assess candidate suitability, capability, or merit.

All decisions about candidate progression, shortlisting, and recommendations are made by human selection panels based on evidence gathered through applications, interviews, assessments, referee reports, and professional judgement.

We design recruitment and selection processes to assess a candidate’s genuine skills, experience, judgement, and leadership capability.

While candidates may use AI tools in preparing applications or interview responses, our processes are structured to align with APSC guidance by:

• assessing real-world experience through behavioural and evidence-based questioning
• using multiple assessment methods, not written responses alone
• triangulating claims through referees and other checks

We do not permit the use of AI during interviews or assessments where communication, judgement, and authenticity are being evaluated.

Beaumont & Beaumont uses Microsoft Copilot 365 within an enterprise-secure environment. This ensures:

• sensitive candidate and client information remains protected
• data is not used to train public AI models
• information is managed in accordance with privacy, security, and confidentiality obligations

We apply a privacy-by-design and security-by-design approach to all AI-supported work.

AI at Beaumont & Beaumont is governed by clear internal policies aligned with the Australian Government AI Ethics Principles and informed by APSC advice on the responsible use of AI in public sector recruitment. This includes human-centred use, fairness, transparency, accountability, and risk management.

• AI is an assistive tool only
• Humans remain accountable for all decisions and outputs
• AI use is monitored, reviewed, and updated as technologies and expectations evolve

Overall accountability for AI governance at Beaumont & Beaumont rests with the Chief Executive Officer.

We believe responsible use of AI can improve quality, consistency, and efficiency — without compromising fairness, integrity, or trust.

Our commitment is to:

• be transparent about how we use AI
• protect the integrity of executive recruitment and selection
• ensure all candidates are assessed on merit
• maintain human judgement at the centre of decision-making

If you have any questions about our approach to AI, we welcome discussion.