Recruitment
AI filters applications or ranks candidates for interview.
Annex III point 4
AI in HR needs early classification because recruitment, monitoring, task allocation and performance tooling can directly affect people.
Recruitment, selection, matching and candidate assessment.
Targeted job ads, filtering, ranking and interview analysis.
Promotion, termination, employment terms, task allocation or monitoring.
People analytics that affects individual opportunities or warnings.
CV screening or candidate ranking
Interview or assessment analysis
Performance scoring or behaviour monitoring
Vendor claims about AI Act or bias
Use-case map per HR workflow
First high-risk classification
Bias, GDPR and transparency questions
30/60/90-day evidence route
AI filters applications or ranks candidates for interview.
A tool assesses individual performance or behaviour patterns.
AI assigns work based on predicted productivity or suitability.
This page is a practical guide for first classification and preparation. For legal decisions, a full system and context review remains necessary.
Annex III point 5
Could the AI make access to an essential service easier, harder or more expensive?
High-risk AI in essential servicesAnnex III point 3
Does the AI support learning, or does it help decide something about a learner?
High-risk AI in educationAnnex III point 1
Can this biometric AI system be used at all, or does a prohibition need to be checked first?
High-risk AI in biometricsAnnex III point 2
Does the AI influence safety, availability or priority for a critical service?
High-risk AI in critical infrastructureStart with the Gap Intake and share which AI systems, suppliers and processes are in scope. Then we can sharpen the classification and first evidence route.