AI in Recruitment is used mainly for sorting CVs, sourcing candidates, preparing job adverts and summarising interviews. The benefit is obvious with a large number of applications, but the risks are regulated: systems designed for selecting candidates and deciding on working conditions are classified as high-risk under European regulation and are subject to stricter obligations. The employer must ensure human oversight, inform candidates about the use of automated tools, and be able to explain the basis on which a candidate was rejected. A particular risk is bias: a model trained on historical data can reproduce existing patterns and disadvantage groups of candidates. A safe use is therefore decision support and summarising materials, not automatic rejection.
See also: High-risk AI system, Human oversight of AI, Candidate testing.
