Recruitment edition
This week is all about rules and risks: the EU law is coming, deepfake fraud is growing fast, and AI is creeping deeper into your familiar tools.
EU AI Act: from 2 August you must be open about AI in your recruitment
Recruitment falls under the strictest rules of the new EU AI Act, and the deadline is almost here.
On 2 August 2026, important parts of the EU AI Act take effect. Chatbots will then have to make clear that they are AI, and AI content like deepfakes will need a label. As a recruiter, there is more for you: AI systems for recruitment and selection count as high-risk. Think of filtering applications, assessing candidates, but also AI that influences promotion or dismissal. You must ensure human oversight, watch for bias, and inform employees in advance.
Background for subscribersThis week, go through your recruitment process and note where you use AI: in search terms, in summarising CVs, in emails. Agree with your team that you will mention this honestly to the candidate, that a human always decides, and that you keep track of what a tool does. That way you are ready for 2 August, and it is good practice anyway.
Recruitment is officially high-risk under the AI Act
Annex III of the EU AI Act explicitly names AI for recruitment and selection as high-risk: from filtering applications to assessing candidates. The full deadline is 2 August 2026. Employers must ensure human oversight, check for bias, and inform employees in advance.
Background for subscribersThis is a taster.
Subscribers read the whole Recruitment edition: every story, each with its background in plain language.
Subscribe →Not ready for that? Read the free letter first →
AI and tech, made simple.
This is the Recruitment edition. Subscribers get the background to every story, in plain language.
Subscribe
inklaretaal · Amsterdam · © 2026