Using AI responsibly in recruitment

The growing use of artificial intelligence (AI) in recruitment has transformed how employers identify and assess potential candidates. From screening hundreds of CVs in seconds to generating automated interview notes, AI promises faster and more efficient hiring processes. However, these benefits come with significant legal responsibilities. According to B P Collins’ employment practice, employers must balance innovation with fairness, transparency and compliance with data protection laws.

Should employers inform candidates when AI is being used during recruitment?

The use of AI during recruitment should be disclosed under GDPR, which protects individuals from automated decision making (or ADM) as this will have a significant effect on their application, right down to whether they get through to the next stage or not. Job applicants have a right to object to ADM and to require a human to their application.