Careers

Our approach to the use of AI within the hiring process at Mills & Reeve

From the point of view of hiring, we’re committed to fairness and transparency. Whilst we use AI tools to make work more efficient (in fact, we have used AI to help us draft this policy!), we do not use AI tools to screen candidates or to make selection decisions. We review each application individually and decisions about whether an application is progressed to the next stage are based on suitability in comparison to the essential criteria required. This decision is made by a person, not by AI.

Our approach to the use of AI in recruitment

Technology is changing rapidly and we are all increasingly using AI software in our day to day lives, as well as using it to support our learning and professional development.  Here at Mills & Reeve, we embrace the use of technology and AI and we recognise that candidates may use AI tools to support their applications. As a regulated industry, we expect candidates to use such tools responsibly, honestly and in a manner that allows us to make a fair and accurate assessment of their individual skills, experience and suitability for the role.

Your application must genuinely reflect your own abilities, knowledge, experience and personality. AI may be used to support and refine your work, but the substantive content must be your own. Acceptable uses of AI in the recruitment process include:

• Using spell-check and grammar-check tools (whether built into word processing software or provided by third-party applications such as Grammarly). 
• Using search engines (including AI-enhanced search) to research Mills & Reeve, the legal sector or the role to which you are applying either before application or to support with interview preparation. 
• Using AI tools to refine and assist with formatting or layout of documents such as CVs. 
• Assisting with accessibility requirements or language translation needs provided that the substantive content of your application gives an accurate and authentic picture of your skills and experience and your English comprehension is sufficient for the role you are applying for. 

We ask candidates to check with us before using AI for:

• Assisting with any assessment, test or written exercise that forms part of the recruitment process, unless the instructions for that exercise expressly permit or prohibit such use. 
• Assisting with generating initial drafts, brainstorm ideas, structured responses or presentation slides.

We ask candidates to avoid using AI for anything that may compromise the integrity of the hiring process. Examples include, but are not limited to:

• Submitting AI generated content that misrepresents your experience, qualifications or achievements.
• Using AI (face swapping, deep fake or any other AI-generated video or audio technology) to impersonate or simulate live interactions, such as video interviews.
• Using AI tools in real time during interviews, assessments or tests to generate or look up answers, unless expressly permitted in the instructions for that exercise. 
• Relying on AI to complete work based assessments, skills tests or technical case studies where we have specifically stated that candidates may not use AI tools.
• Inputting any confidential information provided to you by Mills & Reeve as part of the recruitment process (including assessment materials, case studies or interview questions) into any external AI tool. 

If we suspect use of AI that undermines our values or a candidate has failed to disclose a use of AI we reserve the right to take such action as we consider appropriate. 

Assistive technology and reasonable adjustments 

Mills & Reeve is committed to providing an inclusive and accessible recruitment process. We recognise that some candidates may use AI-powered assistive technologies to address a disability, impairment, neurodivergent condition or other specific need. Examples of such tools include, but are not limited to: 

• Screen readers and text-to-speech software. 
• Speech-to-text or dictation software. 
• AI-powered reading aids or summarisation tools used to process recruitment materials. 
• Communication aids or augmentative and alternative communication (AAC) devices. 
• AI-based tools that assist with focus, organisation or task management for neurodivergent individuals.

The use of assistive technology is welcome in appropriate circumstances, however, it is important that you inform us in advance if you intend to use AI-powered assistive tools during any stage of the process, particularly during assessments or interviews. This enables us to: 

• Distinguish the use of legitimate assistive technology from what might otherwise appear to be an inappropriate or prohibited use of AI. 
• Make any further reasonable adjustments that may be required to ensure the process is fair and accessible for you. 
• Ensure that our interviewers/assessors are properly briefed so that your application is evaluated fairly. 

If you wish to use assistive technology, please notify the recruitment team at the earliest opportunity, and in any event before the relevant stage of the process. You may do so by contacting either the recruiter liaising with you about the role or [email protected]. All such disclosures will be treated in strict confidence and in accordance with our obligations under the Equality Act 2010. 

If you have any questions about use of AI in the recruitment process, please contact us at [email protected].

At the heart of who we are as a firm is our people and culture. We strive to be a leader in people experience, to create an environment where people thrive and others want to join. Our staff retention rates, the engagement levels recorded in the employee surveys and our recognition in Best Companies To Work For and RollOnFriday, all show evidence of our strong people culture and the fact that we're a great place to work. People enjoy and value working and interacting with colleagues and this was the single biggest reason for people wishing to return to some level of office-based working. We want a community spirit that goes beyond the immediate team you work with and works well across teams and offices. We're often at our best when we come together, collaborating with our clients, across our offices, legal services, sectors and functions.

All employees whose contractual place of work is the office and whose jobs are capable of being done remotely may spend a maximum of 50% of working time (across a fortnightly period) working remotely, subject to both the needs of the business and our clients. We also need to recognise that there may be occasions when you'll need to attend the office at times you had planned or would have preferred to work from home when asked by a colleague or client and it's considered necessary, for example, to meet the needs of the business or deliver a leading client experience.

For some facilities, IT and executive services colleagues, the requirements of their role mean they need to be based in the office on their working days.

We hope this approach will help us maintain the vibrant office life we want as a hallmark of our people experience but also give everyone the flexibility to adapt their routines to the demands of their diary.

If you have any support requirements, adjustments, additional or cultural needs please do get in touch at the earliest opportunity so that appropriate arrangements can be made. Click here for some examples of adjustments we can implement. Please contact us at [email protected] or [email protected] if you'd like a confidential chat.

Mills & Reeve are signed up to the Disability Confident Scheme. As part of the scheme we'll offer an interview to disabled applicants who best meet the minimum/essential requirements of the role within their application. Please confirm on your application form if you wish to disclose a disability and take part in this scheme.