Recruitment edition
New rules, smarter assistants and more fake messages: this week is about honest and safe recruiting with AI.
On 2 August, the EU's first hard AI rules take effect
AI for recruitment falls under the highest risk category, with duties around explanation, oversight and openness towards the candidate.
On 2 August 2026, the main rules of the EU AI Act come into force. Regulators will start active enforcement. If you use an AI system that talks with people, you must make this clear. This matters extra for you: AI for recruitment and selection has been in the high-risk category since February 2025 already, with duties around transparency, data quality and human oversight.
Background for subscribersGo through your recruitment process and write down where you use AI: for search terms, for summarising, for emails. Agree with your team that no tool rejects or ranks candidates by itself, and that your process honestly states that you use AI. Make sure you can explain what a tool does in one sentence. Soon, this will not just be good practice, but a requirement.
AI for recruitment stays high-risk under the EU law
AI that you use for recruitment and selection falls under the high-risk category of the EU AI Act. You must document your systems, keep human oversight and actively work against discrimination. In 2026, 78% of Dutch recruiters use AI tools; these save an average of 6.5 hours per week and help 62% find suitable candidates faster.
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