Artificial intelligence has become a daily working tool in recruitment, for clients and candidates alike. For recruiters handling high-volume recruitment drives, AI now does the heavy lifting, screening CVs in seconds.

For candidates, CVs, cover letters and interview answers are increasingly polished with tools like Mistral Vibe.

All of this can lead to machine madness, AI-written applications screened by AI-driven filters! That still leaves professional references, direct assessments, work samples, structured interviews and skill tests as essential recruitment safeguards.

Where SmartSteps stands

At SmartSteps, we have made a deliberate choice: to not use AI to assess candidates. Every CV is read by a human. An experienced recruiter who evaluates each application in its full context. We believe that a person’s potential, motivation and career path can’t be reduced to an algorithm, and that candidates deserve a genuinely personal process. For us, human judgement is the core of our service.

The two main disadvantages of automated decisions are:

1. Many candidates find too much technology impersonal and tedious.
2. AI can carry hidden bias (the EU has classified AI in hiring as high risk).

In the future, it’s highly likely that AI will handle volume and routine work, while humans keep what machines can’t do: judging character, culture fit and potential.

Overview of the EU AI Act

The EU AI Act is the first comprehensive legal framework for artificial intelligence in Europe. Its primary goal is to ensure that AI systems are safe, trustworthy, and aligned with fundamental rights. The Act categorises AI systems based on the level of risk they pose, with specific regulations for applications.

Impact on employment

AI systems used in employment contexts such as recruitment and performance management are classified as high risk. This classification triggers several obligations for organisations that deploy these systems:

1. Mandatory risk assessments: Evaluate potential risks associated with AI systems.
2. Transparency: Clearly inform candidates when AI systems are used in recruitment processes.
3. Human oversight: Ensure that human decision makers are involved in final hiring decisions.
4. Bias testing: Regularly test AI systems to prevent discrimination based on gender, age, race, or other protected characteristics.
5. Continuous monitoring: Ongoing assessment of AI systems to ensure compliance and fairness.

Notably, because SmartSteps does not use AI to assess candidates, the above obligations do not apply to us, one advantage of a human approach.

Compliance timeline

The Act came into force on 1 August 2024, but specific provisions related to AI systems will be fully applicable by 2 December 2027.

The EU AI Act aims to promote fairness, transparency and accountability in the use of AI technology in the workplace. At SmartSteps we uphold this by keeping humans at the heart of every hiring decision.

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