How to prepare your recruitment process for the EU AI Act — A practical guide for employers

With the EU AI Act now in effect, employers using AI in hiring processes need to pay close attention. The Act classifies recruitment-related AI systems — including CV screening, candidate scoring, and automated interviews — as “high-risk”. This means significant compliance obligations will apply by December 2027.

If your organisation is using or considering AI in any stage of your hiring process, the time to prepare is now.

Why this matters

The EU AI Act will require employers to:

• Assess the risks and biases in AI systems used in recruitment
• Ensure AI tools are transparent, explainable, and compliant with strict technical standards
• Be able to justify hiring decisions that rely on algorithmic input
• Inform candidates when AI is used and how it impacts their application
• Maintain detailed documentation and human oversight throughout the hiring journey

What’s inside the guide

Our free downloadable guide, “Is Your Hiring AI-Ready for 2027?”, provides a clear breakdown of the EU AI Act’s key requirements for recruitment and what employers should be doing now to stay ahead.

Here’s a summary of what the guide covers:

• High-Risk Classification: Understand what triggers compliance requirements in recruitment and selection.
• Transparency for Candidates: What and how you must disclose AI use to applicants.
• Human Oversight Requirements: Why recruiters can’t let AI make the final call — and how to balance human input.
• Data Quality & Bias Prevention: Ensuring your AI uses fair, accurate, and representative data.
• Performance Monitoring: Setting up procedures to monitor AI accuracy and impact.
• Vendor Due Diligence: What to demand from your AI recruitment software providers.
• Prohibited Practices: Learn what AI use cases are banned under the Act (e.g. emotion detection, social scoring).
• Record-Keeping & Documentation: What records your team needs to maintain for audit readiness.

Download the guide

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