HR AI is one of the most scrutinized categories under the EU AI Act. Tools used for candidate filtering, ranking, interview analysis, or employee evaluation can quickly become high-risk due to direct impact on employment opportunities.
If your company uses AI in hiring workflows, start by documenting each decision point. Which outputs are advisory, and which directly affect selection? The difference matters for accountability and required controls.
Bias risk is critical in this domain. Teams should define representative datasets, test outcomes across demographic groups where lawful, and establish remediation plans when disproportionate impacts appear. Compliance here is not just technical — it is operational and legal.
Human oversight must be real, not symbolic. Recruiters and managers should be able to challenge or override model outputs, and the organization should record when and why overrides happen. That audit trail becomes essential if decisions are questioned.
SMEs can move quickly by standardizing templates: system inventory, risk notes, transparency language for candidates, and periodic review cadence. Early structure helps avoid both regulatory penalties and reputational damage.