HR teams use AI to handle volume and improve employee experience — but decisions about people carry significant risk.
Uses
- Drafting job descriptions.
- Screening and ranking applications.
- Scheduling interviews.
- Answering employee policy questions.
- Onboarding assistance.
- Analysing engagement surveys.
- Workforce planning.
Why It's High Risk
- Discrimination: models trained on past decisions can reproduce bias. Some notable hiring tools have been abandoned for this reason.
- Regulation: many jurisdictions treat AI in employment decisions as high risk, with requirements for audits, notices or human review.
- Transparency: candidates and employees may be entitled to know how decisions are made.
- Privacy: employee monitoring raises legal and ethical issues.
Good Practice
- Keep humans responsible for hiring and employment decisions.
- Audit tools for bias across groups.
- Tell candidates and employees when AI is used.
- Prefer AI for administration and information over judgement about people.
- Involve legal and employee representatives.