The EU AI Act was passed by the European Parliament on March 13, 2024. It creates a legal framework for the use of AI in business, also AI in recruitment.

Systems that use AI in recruitment process have been classified as high-risk under the EU AI Act. From sifting through resumes to assisting in the hiring process, artificial intelligence that helps recruiters will have to meet strict requirements in three years. High-quality training data, process transparency, detailed documentation, and human supervision will provide recruiters with powerful tools to optimize every stage of the search for new employees – from creating job ads to selecting candidates.

So how can AI be used effectively while maintaining the necessary human factor, as recommended by the European Parliament? In this article, we’ll look at how to use AI to create engaging recruitment materials, comply with upcoming regulations, and avoid the pitfalls of over-automation to attract the best talent. Read on.

How can AI speed up the development of recruitment materials?

It’s a good idea to use AI’s help in developing recruitment materials. From writing the ad and job description, to providing feedback and communicating with the candidate, to writing a handbook with information for the new hire.

AI can greatly speed up the process of creating effective ads and job descriptions. It’s worthwhile to start with ChatGPT or Google Gemini to easily prepare a text ad that will attract the right people based on a bulleted list of requirements.

It is also worth using specialized tools such as Textio ( or Talvista ( They analyze content for inclusive language, suggest optimal keywords, and help tailor the tone of communication to the target audience.

Here are the key benefits of using AI in the development of recruiting materials:

  • time savings – AI automates tedious tasks like analyzing content and suggesting changes, reducing the process from hours to minutes,
  • creating engaging, bias-free content – AI detects biased language and suggests alternatives, leading to greater inclusion and better communication with candidates. For example, Talvista’s AI tools detect language in job descriptions that discourages women from applying and suggest neutral equivalents, resulting in a 25% increase in applications from women (

For example, when creating a job description for a Java programmer, AI might suggest replacing the phrase “experience required” with “skills needed” to broaden the candidate pool.

What’s more, by using inclusive language in feedback, AI algorithms can be further tuned to generate even more relevant content. In this way, AI in recruitment saves time while creating engaging, bias-free ads that attract diverse, talented individuals.

Source:, prompt: Marta M. Kania (

The EU AI Act. How can AI in recruitment be used legally in recruitment?

The EU AI Act was passed by the European Parliament on March 13, 2024. It creates a legal framework for the use of AI in business, also AI in recruitment.

The AI Act classifies system of AI in recruitment, which make decisions that significantly affect people’s lives, as high-risk systems. Examples include AI for pre-selecting resumes or scoring candidates in video interviews. They will require rigorous compliance assessments, from risk assessment to the provision of human oversight, as well as registration in an EU database.

It is crucial to be transparent with candidates about the use of AI and to allow them to question the decision. For example, when using AI to pre-select CVs, it is important to ensure that algorithms are regularly tested for discrimination. AI in recruitment must be used responsibly, respecting candidates’ rights and ethical requirements. Only then will the technology serve the interests of both employers and job seekers.

Complying with upcoming regulations and ensuring the ethical use of AI will be key for recruiters. They will need to balance the benefits of AI with legal requirements, ensuring transparency, control, and the ability for candidates to challenge decisions.

AI in recruitment

Source: DALL·E 3, prompt: Marta M. Kania (

Is AI better than the human touch in recruitment?

While AI brings many benefits, there are areas where technology will not replace humans. Over-reliance on automation can lead to overlooking unique talents and a lack of personalized approach. Here are situations where it makes sense to rely on the human factor, especially when:

  • building relationships with candidates – while AI can help communicate, recruiters need to connect with candidates on a personal level to ensure a positive candidate experience and corporate image. For example, an interview conducted by a human who listens, asks relevant questions, and shows interest builds trust and engagement with the candidate,
  • assessing cultural fit – AI algorithms can analyze skills, but it is the recruiter who can best assess whether a candidate fits the company’s culture. An experienced recruiter, familiar with the company’s values, can sense during the interview whether the candidate shares the company’s mission and will work well with the team,
  • embracing holistic practices – AI focuses on measurable factors, such as skills or how well a resume matches the job requirements, but it can overlook unique potential. For example, a hiring manager may see that the candidate included volunteer experience on their resume and discover that through organizing events and community involvement, they have developed leadership skills relevant to a project manager position, which is not directly evident from their work experience.

Recruiters should not blindly rely on AI recommendations. They must treat them as support and always use their own judgment. This helps see the nuances that algorithms can miss. At the end of the day, recruitment is a process where there is room for human and machine collaboration, where empathy, building rapport, and a holistic view play an irreplaceable role.

Building a resume with AI

AI is also transforming the job application process. First and foremost, it makes it easier to develop resumes, giving candidates instant feedback and increasing their chances of success.

Tools like ( and Rezi ( analyze resumes and suggest ways to optimize content. For example, Rezi prompts a candidate for a marketing position to highlight experience and social media activity that matches the employer’s requirements. This means that the resume can be easily customized to fit a specific company’s profile and expectations, boosting the likelihood of being interviewed.

VMock (, on the other hand, evaluates the structure and appearance of resumes, providing suggestions for improvement. This helps candidates create professional-looking documents that stand out from the rest. For example, VMock recommends that a law school graduate use a clean layout and muted colors to highlight their qualifications. A resume prepared in this way catches the eye and builds an image of a competent professional.

When applying for a job with a resume co-created with AI, make sure it truly reflects your skills and personality. At the same time, recruiters must keep in mind that AI algorithms evaluating resumes can tend to perpetuate stereotypes from past employment patterns. It is therefore necessary to regularly review and fine-tune AI models to ensure that all candidates are evaluated fairly. Both candidates and recruiters should continually learn and adapt to the evolving capabilities of AI in this area. This will help make the most of the technology’s potential while remaining vigilant about its limitations.


AI in recruitment promises to transform the talent acquisition process. By automating tedious tasks, the technology allows recruiters to focus on building relationships and strategically matching candidates with organizational needs. However, when implementing AI, you shouldn’t overlook the regulatory and ethical issues.

Forthcoming regulations, such as the EU AI Act, will set the legal framework for the use of AI in recruitment. High-risk systems, such as those for evaluating candidates, will be subject to strict requirements.

Both recruiters and candidates will need to continually learn and adapt to the evolving capabilities of AI. Taking a critical approach, reviewing algorithms regularly, and being open to feedback will let you harness the full potential of the technology while remaining aware of its limitations.

AI in recruitment requires a balance between automation and the necessary human element. Keeping in mind the regulations, ethics, and limitations of technology, recruiters can use AI to optimize the process and make more accurate decisions. Ultimately, the key is the synergistic interaction between humans and machines, where empathy, relationship building, and strategic thinking meet the power of algorithms. This is how the recruitment of the future emerges – efficient, personalized, and putting people at the center.

AI in recruitment

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AI in recruitment – developing recruitment materials step-by-step | AI in business #111 robert whitney avatar 1background

Author: Robert Whitney

JavaScript expert and instructor who coaches IT departments. His main goal is to up-level team productivity by teaching others how to effectively cooperate while coding.

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