AI Systems for Human Resources and Talent Acquisition: Practical Use and High-Risk Cases under the EU AI Act

AI is already used across the people function — drafting job descriptions, preparing interview frameworks, screening applications, analysing engagement data, answering HR queries. This full day separates two things HR and talent-acquisition professionals need to hold apart: where AI is high-value and lower-risk, and where a specific use of AI is treated as high-risk under the EU AI Act.

The first part is practical and hands-on: where AI genuinely helps in day-to-day HR and L&D work, using accessible tools on realistic scenarios — job descriptions, interview preparation, engagement analysis, internal HR knowledge.

The second part addresses the high-risk dimension. Under Annex III, point 4 of the EU AI Act (Regulation (EU) 2024/1689), AI systems used in employment are high-risk when they are used to recruit or select candidates; to make or support decisions on promotion, terms, task allocation or termination; or to monitor and evaluate performance and behaviour. We set out, in plain language, the obligations these uses place on an employer as a deployer — human oversight and use within the provider's instructions (Art. 26), informing affected workers and their representatives, and the related GDPR duties on automated decisions and transparency (Art. 22; Arts. 13–14), including when a data protection impact assessment is required (Art. 35).

The session is grounded in current practice: the trainer advises in live engagements on a high-risk recruitment AI system, and draws on that experience — fully anonymised — to show what compliance looks like in operation rather than only on paper.

Participants leave able to tell high-value from high-risk uses in their own context, and knowing the questions to ask before an HR AI tool is adopted. Relevant for HR generalists, talent-acquisition and people-operations professionals, and HR leadership. No prior AI expertise is assumed.

• AI across the employee lifecycle: where it genuinely helps (recruitment support, onboarding, development, HR knowledge)
• Hands-on: drafting, analysis and planning with AI in realistic HR scenarios
• When HR AI becomes high-risk: the EU AI Act Annex III(4) employment uses — recruitment and selection, performance management, decisions on promotion/terms/termination
• Employer (deployer) obligations: human oversight, instructions for use, informing workers (Art. 26); GDPR duties on automated decisions and transparency (Art. 22; Arts. 13–14; DPIA Art. 35)
• Procurement and practice: the questions to ask before adopting an HR AI tool