Using AI for CV screening or performance ratings, allowed?
AI in HR touches the EU AI Act and GDPR. CV screening and performance rating are high-risk in 2026 with strict requirements.
Try this first
- 1EU AI Act: 'AI for recruitment' and 'AI for performance evaluation' are high-risk systems. That means transparency to subjects, human oversight, logging.
- 2Practically: AI may do a first sort or summary, a human decides. 'AI rejected you' is unacceptable both as a message and as reality.
- 3Tell candidates in the procedure that AI is used and in which stage. A line in your job ad and application confirmation is usually enough.
- 4Bias check: AI is not automatically unbiased, often the opposite. Periodic sampling of rejections across groups is wise.
- 5For performance ratings: AI at most as input alongside human review. A 'productivity score' from Copilot is not a disciplinary basis.
When to bring us in
A candidate or employee challenges an AI-driven decision: bring HR and a lawyer in before you respond. The AI Act is not a suggestion.
See also
- Can I paste a customer file or email into ChatGPT?Depends on the account and settings. Free ChatGPT and a Team tenant behave very differently from what most people assume.
- I want a one-page AI policy for my teamA real one-pager beats a thick document nobody reads. Four headers and concrete examples.
- How do I tell if an AI answer is made up?Models sound confident even when they are wrong. A few habits catch most mistakes.
None of the above fits?
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