KitaHQ AI Video Interview: Candidate Guide

United States requirements vary by state and city. Depending on the employer, candidate location and features used, an employer may need an AI-use notice, consent, an alternative process, a bias audit, published audit information or a particular challenge route.

Where the Illinois Artificial Intelligence Video Interview Act applies, the hiring employer is responsible for explaining before the interview that AI will be used, providing general information about how the analysis works, obtaining the candidate’s consent and meeting applicable sharing, deletion and reporting requirements. For an applicable Illinois deployment, the hiring employer and KitaHQ must configure a separately reviewed explicit-consent step and the required video-deletion process before use. Candidates may submit applicable deletion or recruitment requests through the hiring employer. Additional employer reporting duties may apply where AI analysis is used as the sole basis for determining who advances to an in-person interview.

KitaHQ supports employer governance through AI-use transparency, recruiter review and identifiable assessment and workflow records designed to help employers prepare for applicable obligations under Colorado’s Automated Decision-Making Technology Act. Employers remain responsible for determining applicability and providing any required interaction notice, adverse-outcome explanation, access or correction process, meaningful human review and reconsideration.

For employers using automated employment decision tools in New York City, KitaHQ provides candidate transparency, recruiter review and assessment and workflow records that can support employer governance. Employers remain responsible for determining applicability and completing any required independent bias audit, publication and candidate notice. California employers remain responsible for employment-discrimination and accommodation requirements.

UK candidates should receive meaningful information about how automated processing affects an application and how to contact the employer. KitaHQ supports this transparency through its AI-use explanation, recruiter-review information and candidate support routes.

Where a significant decision is made without meaningful human involvement, the responsible organisation must provide applicable safeguards, including information about the decision, an opportunity to make representations, human intervention and a route to contest the decision. Technical problems go to support@kitahq.com; hiring and review questions go to the employer.

Canadian privacy, employment and human-rights requirements vary by province and employment context. KitaHQ supports candidate transparency through clear AI-use information, recruiter review, reviewable assessment records and separate employer, privacy and technical-support routes. Employers remain responsible for accommodations, review routes and provincial requirements.

In Ontario, employers with 25 or more employees generally must disclose in a publicly advertised job posting whether artificial intelligence is used to screen, assess or select applicants.

Australian employers using AI in recruitment remain responsible for privacy, discrimination, accessibility and the accuracy of employment decisions. KitaHQ supports criteria-based assessment, candidate transparency and recruiter review. The employer remains responsible for accommodations, appropriate criteria and the resulting hiring decisions.

The Privacy Act 2020 applies to personal information used in the interview, including recordings, transcripts and assessment outputs. KitaHQ supports transparent and reviewable use through clear AI-use information, criteria-based assessment, recruiter review and separate employer, privacy and technical-support routes.

Employers remain responsible for accommodations, lawful criteria and meaningful review where needed. Candidates may direct privacy requests to the party responsible for the relevant processing and hiring questions to the employer.

Singapore employers remain responsible for fair recruitment decisions and obligations under the PDPA and fair-employment framework. KitaHQ supports the interview and assessment workflow; the hiring employer configures the job-related criteria and controls any workflow rules that may trigger progression actions. Its authorised hiring team makes final hiring decisions. Candidates should use the employer contact for accommodation, application-status and outcome-review questions.

Where Malaysian law applies, KitaHQ supports transparent and reviewable assessment through candidate AI-use information, privacy routes, criteria-based assessment and recruiter review. The employer remains responsible for its recruitment criteria, decisions, candidate notices and any accommodation or review route it must provide. Candidate data is not used to train KitaHQ’s AI models or any third-party AI models.

Where Indonesian law applies, KitaHQ supports candidate transparency through clear information about personal-data use and AI-assisted processing, job-related criteria, recruiter review and separate employer, privacy and technical-support routes. The employer remains responsible for lawful recruitment criteria and decisions. Candidates may exercise applicable personal-data rights and may object to solely automated decisions where the legal conditions are met.

Recruitment and candidate-evaluation systems may fall within the EU AI Act’s high-risk employment category, while the GDPR regulates profiling and solely automated decisions.

KitaHQ supports candidate transparency by explaining AI use, job-related assessment criteria, recruiter review and available support routes. Employers remain responsible for the additional information, human-review, contestability and workplace-process safeguards applicable to their EU deployment.