AI in recruitment and the EU AI Act

AI is already becoming part of recruitment: in screening, interviews, notes, summaries and candidate communication.

But when AI is used in hiring, the important question is what the AI does. Every organisation needs to be able to answer this one question clearly:

Does it assess the candidate, or does it help a human make a better assessment?

That difference matters under the EU AI Act. Recruitment AI can fall into the high-risk category under the EU AI Act. With key obligations for many high-risk AI systems applying from 2026, hiring teams need to understand what their AI tools do before those tools become embedded in the selection process.

This practical guide gives you a clear overview of AI in recruitment, human decision support, high-risk use, employer responsibilities and the questions to ask vendors.

Download the guide

Fill in the form and get Recright's AI guide here.

What you’ll get

• A clear explanation of when AI in recruitment can become high-risk
• Practical examples of AI that assesses candidates vs. AI that supports humans
• Checklists for employer responsibilities and vendor questions
• Guidance on applicant communication and transparency
• A practical starting point for using AI without weakening human judgement

Recright’s view

AI should help hiring teams create structure, document evidence and make better decisions. It should not quietly replace human judgement.

That is the idea behind intelligent selection: better structure, clearer evidence and more consistent hiring decisions.