Recruitment edition

The Recruitment Tech Benchmark asked recruiters about their plans. 77 per cent want to use more AI this year than last year. At the same time, the toughest European rules for AI in recruitment have been delayed until 2 December 2027. Recruitment is still classed as a high-risk use. This means AI in recruitment is subject to extra strict rules. So the extra time is no reason to leave selection on autopilot. Some rules already apply. The rules on AI literacy have applied since February 2025. This means having enough knowledge of AI to use it wisely. The ban on certain uses has also applied since that month. Since August 2026, rules on openness, known as transparency requirements, have applied. So make it clear now where AI is used in your recruitment process, and where a person checks its work. AI can be involved at many points. This could mean messages to candidates, but also the first round of selection. Because the rules come in stages, you need to know what the tool does at each stage. What data does it use? And where does a person check its judgement? A tool that ranks candidates can already influence who gets attention, even if you make the final decision on paper. So record now how you use the tool. Do not wait until all the rules apply.

Source (in Dutch) →