The HR edition
The AI news of that week, in plain language.
This week: AI in recruitment falls under the strictest EU rules, and why seeing or hearing something is no longer proof.
AI in your hiring process? From now on, a human has the final say
The EU AI Act directly affects HR and recruitment from August 2026, with mandatory transparency and human oversight.
Since August 2026, parts of the European AI rules also apply to HR software and tools used in your hiring process. You must be clear about where you use AI in selection, and a human must have the final say on decisions about candidates. You also need to be able to show that your systems assess people without discrimination. In the Netherlands, 78% of recruiters now use AI tools, saving an average of 6.5 hours per week.
Background for subscribersGo through your hiring process and write down which tools use AI and what they actually do. Ask the supplier to put that explanation in writing. Make sure a human always makes the final decision on hiring or rejecting someone, and that you can explain why someone was turned down. That way you are prepared if a candidate or the works council asks.
Chatbots and AI-generated content must be clearly labelled since 2 August
Since 2 August 2026, the transparency requirement from the EU AI Act applies. If you use a chatbot on your website, AI-written text in your communications, or AI in contact with candidates, you must say so clearly. New systems must comply immediately; older ones have until 2 December 2026.
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