Hiring takes time: the job ad, dozens of applications, interviews and replies to everyone. AI can shorten the process a lot, but it’s also an area where you need to be careful.

Where AI helps

  • The job ad: give it the tasks and requirements as bullet points and get a clear ad back. Ask it to point out wording that might put qualified people off.
  • Interview guide: the same questions for everyone, tied to the requirements, with scoring criteria for each question.
  • Overview: a summary of each application against the requirements you set, so you can read faster.
  • Communication: polite replies to every applicant, including those who don’t get the job.

Where you stay in control

Under the EU AI Act, systems used to filter applications and evaluate candidates are classed as high-risk. The GDPR also gives people the right not to be subject to a decision based solely on automated processing when it significantly affects them.

In practice that means:

  1. A person makes the decision. Use AI to summarise and organise, not to reject people.
  2. Remove what doesn’t matter. Name, age, gender and photo have no place in the assessment.
  3. Be open. Tell applicants if AI is used in the process.
  4. Protect the data. Use a plan where data isn’t used for training, such as Claude Team or Enterprise, and delete applications when the process ends.

Start small

A good first step is having AI write your next job ad and interview guide. It often saves several hours and carries no risk for applicants. Once that works well, save the process as a skill so every hire follows the same steps.

References