EU AI Act for HR & Recruitment

Workforce and hiring AI is one of the most common — and most scrutinised — high-risk uses of AI. This track gives HR, talent-acquisition and people-management staff the Article 4 literacy they need, framed around the decisions they actually make: classifying the tools in your funnel, running the Article 26 duties day to day, catching bias before a tribunal does, honouring candidate rights, and buying from vendors without inheriting their obligations.

What you’ll cover

1. 1
   Where hiring AI is high-risk

   Recognise which workforce AI uses are high-risk under Annex III §4, map your own hiring funnel stage by stage, identify the prohibited workplace practices under Article 5, and tell whether you are a deployer or a provider.

   35 min · 3-question quiz
2. 2
   Deployer duties for hiring AI

   Work through the Article 26 duties clause by clause: what meaningful oversight of a ranked shortlist looks like, how to handle input data, logs and monitoring, and who must be informed before go-live.

   35 min · 3-question quiz
3. 3
   Bias, fairness & the FRIA

   Recognise bias and proxy discrimination in hiring AI, monitor outcomes across groups as a deployer, and understand precisely when a Fundamental Rights Impact Assessment is required — and which GDPR assessment you probably owe regardless.

   30 min · 3-question quiz
4. 4
   Candidate transparency & rights

   Know what candidates and workers must be told, master the GDPR Article 22 rules on automated rejection, use the AI Act's Article 86 explanation right, and handle incidents properly.

   30 min · 3-question quiz
5. 5
   Vendor due diligence & running hiring AI day to day

   Ask the right questions before you buy, keep the provider boundary intact in contracts, and run hiring AI on an operating rhythm — with an evidence file that would survive an inspection.

   35 min · 3-question quiz