Recruitment edition
AI is playing a growing role in selection. Openness and human oversight remain important.
In Europe, AI selection tools face rules on openness and oversight
AI is assessing candidates and ranking them more often. Being open about where AI is used is becoming part of how candidates experience an application.
AI can automatically assess CVs and rank candidates. Some systems even conduct a first interview without a recruiter. At the same time, candidates use generative AI to write their CVs and covering letters. Generative AI is AI that creates text. As a result, a polished letter says less about the candidate themselves.
This creates two challenges for recruiters. AI can speed up the initial work. But a ranking also determines who gets attention. A candidate near the bottom may be overlooked, even if a person makes the final decision. In Europe, systems that filter applications or assess candidates generally face stricter rules. They are considered high-risk AI.
According to the article, high-risk AI must meet a number of requirements. These include managing risks, being open about how it is used, and keeping clear records of how it works. The data must also be reliable, and a person must oversee the system. This makes openness about where AI is used part of how candidates experience applying.
Background for subscribersThe reports show that AI is increasingly assessing and ranking candidates, or helping with interviews. A ranking can determine who gets attention. This is true even when a recruiter makes the final decision. That is why it helps to know where AI plays a part in your selection process. Then you can tell candidates about it too.
HR gets more time, but existing duties remain
The European AI Act sets strict requirements for high-risk AI. For recruitment and staff assessment, these requirements have been delayed until 2 December 2027. This is set out in the AI Omnibus. This is a package of changes to the law, in force since 27 July 2026. Recruitment teams have more time to prepare. This is not an exemption. The duty to be open about AI still applies. The rules on prohibited uses also remain in force. From 2 December 2026, AI that creates intimate images of people without their consent will be banned. So the delay does not change all the rules at once. Only the date for the high-risk requirements has moved. If a candidate talks to a chatbot, you already have to tell them. So preparation is still needed. A list of the AI tools in your selection process could be a useful start.
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