ICO guidance on using AI for recruitment

As use of artificial intelligence (AI) tools to help with employee recruitment increases, the Information Commissioner’s Office (ICO) has published guidance on key data protection considerations.

As use of artificial intelligence (AI) tools to help with employee recruitment increases, the Information Commissioner’s Office (ICO) has published guidance on key data protection considerations.

While AI tools can help you improve efficiency in the hiring, there is need for caution. AI tools can unfairly exclude jobseekers from roles or compromise their privacy. ICO recently audited a number of providers and uncovered several areas where improvement is required leading to almost 300 recommendations being made. ICO plans to continue working with these businesses over coming months.

The ICO is also encouraging any organisation that is planning to use an AI tool for recruitment to make sure that their provider is complying with data protection law.

The key questions provided by the ICO are as follows:

1. Have you completed a Data Protection Impact Assessment (DPIA)?
2. What is your lawful basis for processing personal information?
3. Have you documented responsibilities and set clear processing instructions?
4. Have you checked the provider has unmitigated bias?
5. Is the AI tool being used transparently?
6. How will you limit unnecessary processing?

To review the questions in more detail, please see the ICO’s guidance at: ico.org.uk/about-the-ico/media-centre/news-and-blogs/2024/11/thinking-of-using-ai-to-assist-recruitment-our-key-data-protection-considerations/