The EU AI Act: What Talent Teams Need to Know
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Alysia Wanczyk
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Alysia Wanczyk
Artificial intelligence (AI) is no longer a futuristic concept in hiring; it’s here, reshaping how talent teams source, screen, and select candidates every day. But as AI’s influence in recruitment grows, so do the questions (and concerns) about transparency, fairness, and compliance. Enter the EU AI Act: the world’s first comprehensive law to regulate AI. Even if you’re not based in the EU, if you’re hiring across borders or using EU-based technology, you’ll want to be aware of how the Act impacts your work.
At Welcome to the Jungle, our mission is to help companies build authentic, fair, and human-centric hiring journeys. We believe that understanding the evolving AI landscape is part of being a responsible, future-focused employer. Here’s our take on what talent teams need to know, and do, in relation to the AI Act. This was written with the support of our in-house legal team, but this isn’t legal advice. If you need more details, we’ve included links below you can explore.
What is the AI Act?
The EU AI Act is a landmark piece of legislation designed to ensure that artificial intelligence is safe, transparent, and respectful of fundamental rights. The regulation takes a risk-based approach, and many AI systems used in recruitment and HR might fall into so-called “high-risk” AI systems.
Key points:
- Risk-based classification: Systems are grouped by risk level, with strict requirements for high-risk applications like talent assessment.
- Transparency and human oversight: Companies must be open with candidates about when AI is being used, and ensure human review of important decisions.
- Bias and discrimination: The Act requires measures to prevent discriminatory outcomes, addressing one of the biggest worries about AI in hiring.
The Act came into force in 2024, with high-risk system requirements expected to be enforced by 2026.
Key implications for recruitment, sourcing, & employer brand
So, what's deemed “high-risk” in recruitment?
- CV screening tools that use AI to shortlist candidates
- Automated video interview scoring
- Algorithmic matching between candidates and roles
If you use or plan to use these systems in talent acquisition, it's worth continuing to keep in mind some core principles of goodrecruitment:
- Transparency: Tell candidates when AI or automated decision-making is used, and explain how it impacts them.
- Human oversight: Important hiring decisions can’t be left solely to AI. There must be meaningful human review.
- Bias mitigation: Regularly test and monitor tools for discriminatory outcomes and document your efforts.
AI in hiring is now a regulated space. Candidates expect fairness and clarity, and regulations are catching up with those expectations.
What if I’m not based in the EU? Does it matter?
Even if you aren’t physically based in the EU: if you hire people in the EU, offer remote roles to EU-based candidates, or use AI tools created or hosted by EU vendors, your organisation could be subject to the AI Act.
- A UK company recruits for roles in Germany or France: AI-powered decision tools must comply with EU law.
- Your US-based team uses an EU-based ATS or video interview platform: your vendor needs to demonstrate compliance, and you’re responsible for oversight.
- Candidates are increasingly alert to ethical hiring practices: being proactive about AI compliance builds trust and strengthens your employer brand.
AI Act prep checklist
Ignoring these new standards could mean legal risks, reputational damage, and missed opportunities in a rapidly evolving hiring landscape. Use this checklist to start your compliance journey – even if you don't hire in the EU, these are good practice:
✅ Audit your tech stack
Map where and how AI is used in your recruitment process. Include all tools: ATS, assessments, video interviews, etc.
✅ Assess vendor compliance
Ask your technology providers if their products are compliant with the EU AI Act. Request documentation and regular updates.
✅ Update candidate communications
Clearly explain when and how AI is involved in your recruitment process. Be transparent about what it means for candidates.
✅ Review and update policies
Ensure your internal policies reflect new requirements around transparency, candidate rights, and bias monitoring.
✅ Train your team
Educate recruiters and hiring managers on responsible AI use, new legal obligations, and how to spot and address bias.
✅ Monitor and review regularly
Set up periodic reviews of your AI-powered tools to check for compliance, fairness, and accuracy.
Welcome to the Jungle’s perspective & commitment
We’re following the evolution of AI regulation closely. We believe technology should empower, not replace, human connection. Our platform is built for transparency, a great candidate experience, and employer authenticity. While we don’t build AI-powered assessment tools, we do help companies tell their real story, connect with diverse talent, and create fair, engaging hiring journeys.
Conclusion
The EU AI Act signals a new era in recruitment. One where trust, transparency, and candidate rights are non-negotiable. Even for non-EU talent teams, the time to act is now by auditing your tools and engaging your vendors.
Want to learn more about building a responsible, human-centric employer brand? Learn how we can help.
Helpful links
https://artificialintelligenceact.eu/
https://digital-strategy.ec.europa.eu/en/policies/regulatory-framework-ai
https://www.diligent.com/en-gb/resources/guides/ai-regulations-around-the-world