The Recruitment edition
The AI news of that week, in plain language.
The AI Act starts to bite, LinkedIn gives readers an 'AI slop' button, and scammers call pretending to be 'your boss'. This week: what that means for your recruiting.
From 2 August, chatbots and AI messages in your recruiting must identify themselves
New since last week: the transparency duty of the AI Act is now truly in force, and the regulator explains what you must sort out in practice.
From 2 August 2026, you must be open about AI in your process. A chatbot that speaks with candidates must say it is AI. And AI content must be clear to anyone who reads it. The Dutch Data Protection Authority advises against hiding this in the small print, and suggests making it visible instead. The strictest rules for automatic CV selection are delayed to the end of 2027, but the transparency duty applies now.
Background for subscribersThis week, walk through your recruiting process and note where AI takes part: a chatbot on your vacancy page, a tool that summarises CVs, or an assistant that drafts your outreach messages. Tell candidates about this openly, not tucked away at the bottom. That way you meet the new duty and the Dutch NVP Job Application Code, which asks you to make AI use clear and to keep human oversight.
The AI Act and recruitment: what you need to know now
From August 2026, parts of the AI Act also apply to AI software in recruiting. You must be transparent about AI use in your selection, keep human control over hiring decisions, and be able to show that your systems judge candidates fairly without discrimination. The high-risk duties for automatic CV selection are delayed to December 2027, but preparing now is wise.
Background for subscribersThis is a taster.
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