Artificial Intelligence is transforming HR, but with innovation comes responsibility. Organizations now face strict regulations such as the EU AI Act and NYC bias audit laws, making compliance a top priority.
Our aim here is to equip HR leaders with practical strategies to stay audit-ready, reduce risk, and maintain fairness in their talent management. Identify where AI fits into your processes, assign accountability and implement defensible practices.
The AI Act is law, with high-risk obligations applying from August 2026.
HR processes impact people’s lives (hiring, promotion and termination) so fall into the ‘high risk‘ category.
No single “AI Act.” Regulators apply principles (transparency, fairness, accountability) and have issued recruitment-specific guidance.
Adoption isn’t readiness. Being AI-ready means you can show where AI fits, who’s accountable, and the job-relevant reasons behind every decision, on demand.
Do that and compliance follows, while hiring gets faster, fairer, and more defensible.
Being AI-ready in HR means you can answer five simple questions with confidence:
Catch Martyn Redstone on The Deep Dive for expert insight and practical takeaways for safe and speedy AI implementation.
Job ads & comms: Use AI to draft at scale; humans edit for clarity and tone
AI-powered role profiling: Instantly generate role-specific success profiles that show you what ‘great’ looks like, aligning your team and shortlisting faster.
Scheduling & notes: Automate the back-and-forth and first-draft interview notes; recruiters review and approve.
Workflow nudges: Auto-send structured feedback forms, preliminary scorecards, and next-step reminders.
ATS orchestration: Keep clean “who-did-what-when” logs so audits and reviews are painless.
“The mistake… is [if] you’re applying those technologies to inefficient processes or broken processes.”
Score yourself “Yes / Sometimes / No.” If you have more than three “No” answers, prioritize a readiness sprint before expanding AI use.
“AI is accelerating rapidly and will impact jobs, careers and workplaces. We all need to ensure it is used responsibly and ethically.”
Auditors are cracking down on AI in HR, and many companies don’t even realise they’re falling foul of the rules. You don’t need a law degree to be ready; you need clarity, explainability and ownership.
Our Crawl-Walk-Run Roadmap sets you on the path to ethical practice and legal compliance.
The EU AI Act is Regulation (EU) 2024/1689, the European Union’s first comprehensive, risk-based framework regulating the development, deployment, and use of artificial intelligence to protect fundamental rights and promote trustworthy AI. HR processes that have a big impact on people’s lives (hiring, promotion and termination) fall into the ‘high risk’ category.
Remember: the act applies if your business operates in the EU market regardless of where you are headquartered.
It’s being able to demonstrate transparent, explainable and fair use of AI in HR, with named human oversight, job-relevant reasons for decisions, and an audit trail that can be produced on demand.
Publish a plain-English policy; require human review for adverse decisions; log reviewer name, rationale and any overrides; provide a candidate appeal route; and show sample logs. If you can’t explain a score in job-relevant terms, don’t deploy it.
Start with low-risk, high-volume admin: scheduling, irole profiling, interview notes/transcripts, structured candidate comms and workflow nudges, always with logs and human sign-off. Measure speed, quality and fairness; only then consider shortlisting support.
