Our Commitment: At Virvell, we believe AI should assist human decision-making, not replace it. This policy outlines how we use AI responsibly in employment-related services.
1. Purpose and Scope
This AI Acceptable Use Policy governs the use of artificial intelligence and machine learning technologies within Virvell's employment screening platform. It applies to all AI-powered features including:
- Voice AI for conducting reference check conversations
- Pre-screening interview assessments
- Transcript analysis and insights generation
- Report generation and summarization
2. Core Principles
2.1 Human Decision-Making Authority
AI systems at Virvell are designed to inform and assist human decision-makers, never to replace them. Specifically:
- All employment decisions are made by qualified humans. Our AI provides analysis and insights; humans make hiring decisions.
- AI-generated assessments are advisory only and should be considered alongside other factors.
- Users are responsible for making their own independent judgments about candidates.
2.2 What Our AI Does NOT Do
Important: Virvell's AI systems do NOT:
- Make hiring, rejection, or employment decisions
- Score or rate candidates as individuals
- Recommend whether to hire or reject candidates
- Automatically disqualify or advance candidates without human review
- Replace human judgment in employment matters
2.3 What Our AI Does
Our AI systems are designed to:
- Analyze response quality: Evaluate the clarity, completeness, and relevance of interview responses
- Summarize information: Provide structured summaries of reference conversations
- Identify patterns: Highlight themes and notable observations from transcripts
- Generate reports: Create comprehensive documentation for human review
- Support workflow: Help organize and prioritize information for human decision-makers
3. Assessment Language and Labels
3.1 Response Quality vs. Candidate Evaluation
All metrics and scores in our system evaluate response quality, not candidate worth or employability:
- Communication scores measure how clearly responses were articulated
- Completeness scores measure how thoroughly questions were answered
- Relevance scores measure how well responses addressed the questions asked
3.2 Workflow Status Labels
Our system uses workflow status labels that indicate next steps for human review, NOT employment recommendations:
- "Proceed" - Responses support moving to the next workflow stage
- "Review" - Responses warrant additional human discussion
- "Hold" - Responses require further clarification before proceeding
These labels help organize your review queue. They do not indicate whether a candidate should be hired.
4. Pre-Screening and Eligibility Checks
4.1 Eligibility Criteria
Pre-screening interviews collect information about basic job requirements such as:
- Work authorization status
- Availability and schedule compatibility
- Required certifications or licenses
- Location and travel requirements
4.2 Human Review Requirement
By default, all pre-screening results require human review before any candidate status changes. Our system:
- Collects and organizes eligibility information
- Flags responses that may not meet stated job requirements
- Presents all information to human reviewers for decision-making
5. Reference Check Analysis
5.1 Reference Feedback Summaries
Our AI analyzes reference conversations to provide:
- Thematic summaries of reference feedback
- Identification of consistent patterns across references
- Structured presentation of qualitative information
5.2 Credibility and Consistency Analysis
Our system may identify patterns that warrant attention, such as:
- Inconsistencies between different references
- Unusual response patterns
- Areas where additional clarification may be helpful
These insights are provided for human consideration, not as definitive judgments.
6. Data Protection and Privacy
6.1 AI Data Handling
Our AI systems process data in accordance with our Privacy Policy and applicable data protection laws. Key principles include:
- Minimizing data retention to what is necessary
- Securing all personally identifiable information
- Providing transparency about how AI processes information
6.2 Consent and Disclosure
All parties involved in AI-powered interactions are informed that:
- They are interacting with AI-powered voice technology
- Conversations may be recorded and analyzed
- They may decline to participate
7. User Responsibilities
Users of Virvell's platform agree to:
- Make independent decisions: Use AI-generated insights as one input among many, not as the sole basis for employment decisions
- Comply with applicable laws: Ensure their use of AI-assisted screening complies with all applicable employment, privacy, and anti-discrimination laws
- Apply human judgment: Review AI-generated assessments critically and apply professional judgment
- Maintain fairness: Not use AI outputs in ways that discriminate against protected classes
8. Continuous Improvement
We are committed to continuously improving our AI systems to:
- Reduce potential biases in analysis
- Improve accuracy and helpfulness of insights
- Maintain alignment with evolving best practices and regulations
- Respond to user feedback and concerns
9. Questions and Concerns
10. Policy Updates
This policy may be updated periodically to reflect changes in our AI capabilities, applicable laws, or industry best practices. Material changes will be communicated to users through our platform or via email.
This policy reflects our commitment to responsible AI use in employment screening. We believe that AI should enhance human capabilities while preserving human authority over important decisions that affect people's lives and livelihoods.