The Recruitment edition
The AI news of that week, in plain language.
This week is all about rules and risks: the EU law is coming, deepfake candidates are showing up, and AI tools are getting smarter at helping you search.
The EU AI Act is coming: what shifts, what stays
The deadline for recruitment AI is moving back, but the most important duties still apply from 2 August 2026.
The EU has changed the AI Act. The deadline for high-risk AI, such as software that ranks CVs or filters applicants, moves from August 2026 to 2 December 2027. But watch out: two things already apply from 2 August 2026. You must make clear where you use AI (the transparency duty), and your staff must know enough about AI (the AI literacy duty). Banned AI practices will also be enforced from then. In the Netherlands, the Dutch Data Protection Authority and the RDI supervise this. Fines can run up to 35 million euros or 7% of worldwide annual turnover.
Background for subscribersThe delayed deadline for CV ranking software does not mean you can sit back. From 2 August, you must be able to say which AI you use and for what. Make a short list this week: which tools do I use in my hiring process, and at which step? Be honest with candidates too that AI is involved. Soon that is not just polite, but required.
AI recruitment affects 78% of recruiters, but with human oversight
In 2026, 78% of Dutch recruiters use AI tools such as ChatGPT, Claude, or Gemini. That saves 6.5 hours per week on average. But software that ranks CVs or filters applicants falls under high-risk in the EU AI Act: that requires documentation, human oversight, and information for candidates. An internal HR chatbot for frequently asked questions does not fall under this.
Background for subscribersThis is a taster.
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