Human resource management is simply a multi-stage process, requiring precision, legal compliance and increasingly technological support. It is no wonder that HR departments and recruitment agencies are eager to get tools based on artificial intelligence. AI allows you to accelerate CV analysis, automate personnel documentation, and even support the evaluation of candidates during interviews.
However, specified extended usage of technology has led the European Commission to include the usage of AI in HR with circumstantial regulatory oversight. The consequence of this work is EU AI Act, which will become effective in August 2026 and will make crucial changes in the way the AI is utilized in recruitment and management of employees.
EU AI Act and advanced hazard Systems in HR
AI Act is the world's first comprehensive regulation covering the full ecosystem of artificial intelligence systems, not just generic technologies. The basis of the regulation is classification of AI systems by the level of hazard they may pose to human rights and freedoms.
Unacceptable hazard solutions have been completely banned, while low hazard schemes have been covered by minimum requirements. However, it is of peculiar importance for the HR manufacture that the tools utilized in recruitment, worker evaluation or efficiency monitoring have been classified as high-risk systems. This is due to possible risks of discrimination, breach of privacy and decision-making.
“Automatization has helped HR cannons work faster and more efficiently for years,” he points out Simon Kluba, HR Contact. The expert points out that with the entry into force of the AI Act, the key is not only the pace and effectiveness of HR processes, but besides their legal security. Companies will gotta take into account compliance with the regulations already at the process plan phase and the choice of AI-based tools.
AI in HR under scrutiny – audit and hazard management
The fresh rules specify precisely the obligations that will remainder on organisations benefiting from AI in HR. The starting point should be audit of AI systems, including inventory, functionality analysis, origin, suppliers and the kind of data processed.
Each tool must undergo a formal hazard assessment in circumstantial areas of application. At the same time, hazard management systems will request to be implemented, including regular updates and monitoring. An crucial novelty is besides the work to inform candidates and employees that decisions concerning their situation were supported by AI systems, together with an indication of the factors influencing algorithm recommendations.
– 1 of the key requirements of the fresh government is the work to guarantee human supervision of AI systems – – emphasises Simon Club.
The expert further points out that organisations must formally designate the persons liable for the supervision of AI, capable of intervention, modification or rejection of an algorithm decision. The function of man in the decision-making process should be clearly described in interior procedures. This means returning to the perception of AI as a supporting tool alternatively than replacing the competence of HR staff.
AI Act 2026 – where to start preparations
Although the AI Act will not apply until August 2026, experts agree that postponement of preparations for the last minute may be a major hazard to the organization.
It will be very risky to start preparations only then – points out Katarzyna Szuda, HR Contact. The expert points out that only a timely audit of AI tools will let companies to adapt to the fresh requirements without operational disruption. It is worth mapping all processes in which AI supports decisions regarding candidates or employees, as well as analysing the scope and nature of the data processed.
The next step should be to make AI usage policy in organisation, including the principles of human supervision, safety and hazard management. Cooperation with AI tool suppliers will besides be essential to get the full method documentation required by the AI Act. Education of workers and management staff is besides an crucial part of the preparation.
AI Act in HR – order, transparency and competitive advantage
Although fresh regulations are seen as restrictive, more and more companies see an chance in the AI Act to organise HR processes and to usage technology more responsibly. Transparency of the rules, clear division of work and formal supervision of AI can actually increase the quality of personnel decisions.
“However, it is crucial not to treat regulation as a one-off project, but as a continuous process to improve the quality of decisions in HR,” he emphasised. Katarzyna Szuda, HR Contact. As the expert adds, the decently implemented AI Act can make artificial intelligence a real support for HR efficiency alternatively than a origin of legal and image risks.
Source: HR Contact♪ Oh, yeah ♪PAP MediaRoom
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