World Model Readiness Recruiting AI is a high-risk class

Module · Recruiting AI is a high-risk class

The AI-in-Hiring Audit

AI-assisted recruiting sits in the EU AI Act's high-risk category, which makes bias testing, transparency, and human oversight legal duties, not best practices. This module checks whether your hiring AI would survive scrutiny: bias controls, candidate disclosure, meaningful human review, vendor accountability, and the evidence an auditor would ask for.

Question 1 of 5 · Bias is tested

Is your hiring AI tested for bias across protected groups, on a schedule?

A tool can screen thousands before anyone notices it disfavours a group. Disparate-impact testing, the four-fifths rule as a floor, is the check the high-risk regime expects you to run and record.

Question 2 of 5 · Candidates are told

Do candidates know when AI screens or scores their application?

Transparency to the person being assessed is a duty, not a courtesy. Disclosure buried in a privacy policy is disclosure in name only; it belongs where the candidate applies.

Question 3 of 5 · Humans really decide

Does a human meaningfully review AI decisions, or just approve them?

A reviewer who only clicks approve is not oversight, and auditors know the difference. Meaningful review means the time, information, and authority to actually overturn the machine.

Question 4 of 5 · Vendor duties are clear

Does your contract with the hiring-tool vendor cover bias, documentation, and audit access?

Standard terms protect the vendor, not you. The duties you need in writing are bias testing, technical documentation, and the right to audit; without them you carry a risk you cannot inspect.

Question 5 of 5 · Evidence exists

Could you produce the documentation an auditor or tribunal would demand?

Under a high-risk regime the burden is on you to show your work: bias tests, disclosures, review records, vendor documents. Evidence scattered across inboxes is, in practice, no evidence at all.

For the statistics · one click each

Three questions for the public picture

These do not affect your score. They feed the anonymised, aggregated statistics; groups under 8 respondents are never shown.

Where does AI touch your hiring today?

Not at all
Sourcing candidates
CV screening
Ranking or scoring
Interview or video analysis

Do you tell candidates when AI assesses them?

Never
Sometimes
Always
We do not use AI in hiring

Has your hiring AI been audited for bias?

Never
By the vendor only
Internally
By an external party
Not sure

Your context

Used to calibrate the report. Company size and sector remain in the anonymized dataset; your email does not.