Hey there ,

For the past year, I've been diving headfirst into the world of AI in recruitment.

I've explored how it can streamline tasks, automate tedious processes, and unearth valuable insights across pre-hiring, hiring, and even post-hiring operations.

My own operations are now highly AI-optimised behind the scenes to ensure efficiency for you.

But here's my unwavering promise to you and to every candidate I work with:

The ultimate decision-making, when it comes to who I interview and who I shortlist for you, is always made by me.

My 25+ years of recruitment expertise are at the helm.

Why?

Because frankly, from a technological point of view, AI isn't there yet when it comes to the nuanced, human-centric decisions required in hiring.

More importantly, candidates – real human beings with lives, aspirations, and families – deserve better than an algorithm making pivotal choices about their future.

The EU AI Act: A Glimpse into the Future of Ethical Hiring

This commitment to human-led decision-making is becoming increasingly critical, especially with new regulations like the EU AI Act.

At its core, this Act is all about trust and transparency.

It's the first law globally to set clear rules for AI use, focusing on its application and the level of risk it carries for people.

For us - you and I - when hiring, this is a big deal.

The Act specifically categorises recruitment tools (like CV/resume scanners, candidate ranking AI, or video interview analysis tools) as 'high-risk.'

This means if you or I use such tools, even if your company isn't based in the EU but you're hiring for a role affecting someone in the EU (think a UK company hiring for a role in France), you're expected to comply.

What does "high-risk" mean for you?

It means serious responsibilities.

You'll need to ensure any AI you use for hiring is:

• Fair: Not biased against any group.
• Explainable: You can understand how it reached its conclusions.
• Supervised by humans: Real people are overseeing its use and outputs.
• Provable: You'll need to demonstrate compliance if asked.

Think of it like GDPR for AI.

The moment your AI tools interact with or affect people in the EU, these rules apply.

My Approach: AI as a Co-Pilot, Not the Captain

So, while I fully embrace AI to optimise the mechanics of recruitment – speeding up processes, identifying patterns, and making operations smoother – I firmly believe that the judgment, the empathy, and the final decision that shapes a team's future must remain human.

AI is here, and it's undoubtedly the future.

But how we use it is vital.

It's a powerful co-pilot, but the Captain guiding the ship to the perfect hire? That's always me, with my decades of experience and a deep understanding of human potential.

Happy Hiring!

Helen

P.S. Curious about how to ethically leverage AI in your hiring, or how to navigate these new regulations? Let's chat about building a future-proof recruitment strategy. Book a free consultation by clicking on the button below:

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