AI in HR — How to recruit effectively and legally

Digital transformation driven by large language models (LLM) such as ChatGPT or Google Gemini is becoming increasingly common. These tools promise significant improvements: from candidate selection, through message generation to creating summaries and reports. However, in order to implement artificial intelligence in recruitment safely and efficiently, not only technological openness is required, but also awareness of legal and ethical consequences — especially in the context of GDPR and AI Act regulations. Indeed, the use of AI in recruitment processes directly affects people — their career opportunities, sense of fairness, and trust — which entails a responsibility for protecting the privacy and security of candidates’ personal data.

From emails to briefings: Pitfalls at the start

The recruitment process often starts with an email containing a general description of recruitment needs, e.g., “we’re looking for an engineer”. Can such an email be immediately passed to the LLM model to generate briefing questions? In theory, yes, but only with the appropriate precautions.