GDPR Compliance in AI Recruiting: What Every UK Employer Must Know
Using AI in recruiting introduces specific GDPR obligations that many organisations overlook. Automated decision-making about candidates triggers some of GDPR's strictest requirements.
Key GDPR Requirements
- Article 22: Candidates have the right not to be subject to purely automated decisions
- Transparency: You must inform candidates that AI is involved in the process
- Data minimisation: Only collect data necessary for the hiring decision
- Right to explanation: Candidates can request an explanation of AI decisions
Practical Compliance Steps
Conduct a Data Protection Impact Assessment (DPIA) before implementing AI recruiting tools. Update privacy notices to disclose AI usage. Ensure human review of AI recommendations before final decisions. Document your legal basis for processing.
Common Pitfalls
Using AI tools that analyse social media profiles, facial expressions, or voice patterns raises significant compliance risks. Stick to tools that evaluate job-relevant criteria with transparent methodologies.
Ensure compliant AI recruiting. Contact info@petatec.uk.
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Petatec helps teams deploy MONA AI for structured interviews, multilingual screening, ATS handoff and compliant candidate workflows.
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