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The short answer
First define the AI-related task and the evidence a candidate should demonstrate. Core-6 can provide the same foundational knowledge measure across roles; a job-specific interview or exercise, if needed, must be separately designed and evaluated by the employer.
Make the hiring requirement specific
‘AI proficient’ can become a vague hiring filter. A candidate who uses AI frequently may have little experience checking a sensitive output. Another may use it selectively because the role demands confidentiality or professional judgement.
Core-6 offers the same six-area AI knowledge measure to each candidate through Sova. It can add consistent evidence about foundations, data handling, risk, output evaluation and oversight. It does not test a particular job task or score a role-specific work sample.
The hiring team should define the task, the conditions for using AI and the decisions that remain human. If performance in that task matters, a structured interview or relevant exercise can be run separately and reviewed alongside the Core-6 result.
Illustrative example: a sourcing role
The requirement says the person may use an approved AI tool to draft outreach from a role brief. They must verify any claim about pay, location or the employer, exclude sensitive candidate data and personally approve the message. A common knowledge result offers one signal. A separate structured question could ask each candidate to explain what they would check before sending.
Questions to take into your next meeting
- Describe the actual task instead of asking for generic 'AI proficiency'.
- State the permitted tools, data boundaries and human decision owner.
- Use consistent questions and pre-agreed criteria if running a separate exercise.
- Explain how a Core-6 knowledge result and any other evidence will be used.
Put the idea to work
Try this with one vacancy
Complete the sentence: ‘In this role, a person needs to use AI for [task], within [data and risk boundaries], while checking [evidence] and escalating [decision].’ If the team cannot complete it, refine the requirement before assessing people against it.
Would two candidates face the same clearly defined AI requirement in your process?
Sources and further context
- ICO: AI in recruitment UK regulator's data protection considerations for AI-assisted recruitment
Core-6 measures common AI knowledge through Sova. The activities discussed here are separate ways to explore work and behaviour.
How to define AI proficiency in hiring Try the separate A/A/H and PRIME worksheet See what Core-6 measures