The Recruitment edition
The AI news of that week, in plain language.
This week: new rules for AI in your hiring process, fake candidates via deepfake, and why a human always has the final say.
AI in your selection process? Transparency is now required
The European AI Act will directly affect HR and recruitment from August 2026.
Since 2 August 2026, parts of the European AI Act have applied, including to recruitment software. If you use AI in a hiring process, you must clearly inform the candidate. You must keep human oversight over selection decisions and be able to show that your system assesses people without discrimination. In the Netherlands, 78% of recruiters now use AI tools, which save them an average of 6.5 hours per week. Experts recommend making a list of all the AI tools you use, starting now.
Background for subscribersWrite down which AI you use in your process: a search aid in LinkedIn, a CV summary tool, a text generator for outreach messages. Note what each tool does and whether a candidate would be aware of it. That way you immediately know where you need to be transparent and where a human makes the decision. This takes half an hour and will have you ready for the rules ahead.
Deepfake fraud: fake candidates and CEO scams are on the rise
Criminals are increasingly using hyper-realistic deepfake videos and cloned voices. In CEO fraud, an employee is convinced to transfer money to a fake account. For you as a recruiter, the other side matters: fabricated faces and cloned voices in a video interview. Standard verification and training are not enough to guard against this.
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