An AI document guide for HR, consultants and lawyers
HR, consulting and legal teams face the same problem: useful content is mixed with identities, internal references and professional duties. A shared process reduces mistakes, but each team needs its own authority and escalation rules.
A shared pre-flight check
Identify the owner, purpose, recipient and sensitivity. Confirm that the tool is approved, create a separate copy, share only necessary passages and assign final review.
- Purpose: outcome and intended use.
- Data: what can be removed without undermining the task.
- Provider: account, controls and contract.
- Review: who checks the copy and response.
HR: people and decisions
Separate contact and identity from skills and experience. Treat assessments, health, disability, affiliations, discipline, pay and interviews cautiously. Preparing the file does not legitimise automated decisions or remove bias.
- Use consistent candidate codes.
- Exclude details unrelated to the role.
- Escalate decisions with employment impact.
Consulting: business context
A report may reveal a client through industry, city, revenue, project and timing. Replacing the company name may be insufficient. Decide which figures can be generalised without invalidating analysis.
- Use distinct labels for clients, people and projects.
- Generalise magnitudes where exact values are unnecessary.
- Check client agreements and authority.
Legal: confidentiality and accuracy
Review professional secrecy, strategy and restrictions as well as personal data. Keep necessary definitions, verify output against the source and do not mistake drafting assistance for reviewed advice.
- Use extracts where possible.
- Protect mappings between placeholders and parties.
- Escalate sensitive matters before sharing.
Limitations to keep in mind
- This guide does not replace advice, a DPIA or internal policies.
- Automated rules cannot recognise every professional context.
- Provider terms and organisational policies change; review them periodically.