Guides
Recruiting with KI - a practical guide
What KI can actually do in recruiting today, what it must never do, and how to bring it into your workflow in five steps without treating candidates worse.
Key takeaways
Step 1 - document the requirements profile
Before KI scores anything meaningful, it needs a clear requirements profile. Write three sentences per role: what's required, what's nice to have, what are knockouts.
Step 2 - turn on KI pre-sorting
In KI BMS, switch on 'KI screening' on the role, optionally add a plain-text prompt. Every new application gets a 0-100 score plus a two-sentence reason. Pre-sorting, not decision.
Step 3 - create three email templates
Receipt confirmation, first-call invite, honest rejection. Variables like {candidate_first_name} and {job_title} resolve at send time. Auto-send on stage change is optional but saves 2 minutes per application.
Step 4 - add a GDPR notice to the careers page
Before someone clicks submit, it must be clear: KI pre-sorting is used, retention is X months, the right to information stands. KI BMS makes this the default - you only fill in the retention.
Step 5 - publish a first role, watch, adjust
After 20-30 applications, look at the score distribution. Are the top scores your favourites? If yes, the setup works. If not, adjust the KI prompt. Never the other way: never let the KI score override your judgement.
What KI in recruiting actually does today
Current KI models do three things reliably in recruiting: score applications against a requirements profile, draft responses to standard mails, and parse resumes into structured fields. Not spectacular, but real time-savers.
What they don't do reliably: judge cultural fit, spot 'red flags' in unstructured info, or make a hire decision. Using KI for that builds systematic discrimination risk into the process.
The legal limits - GDPR + AI Act
Article 22 GDPR bans automated individual decisions with legal effect without human review. KI may pre-sort, it may not decide. Concretely: KI gives a score, a human reads it, a human decides.
The EU AI Act (in force since August 2024, high-risk provisions from August 2026) classifies recruiting KI as high-risk. That means: documentation, discrimination testing, candidate-facing transparency, audit logs. Tools that take this seriously make it visible by default - not as an add-on.
Step-by-step: bring KI into your workflow cleanly
We recommend starting with five concrete steps. No 'KI transformation project', no quarterly roadmap, just five tasks you can do in one afternoon.
What KI should never do
Three things: no auto-rejection without human review. No cultural assessment from photo, name, or language. No hidden scoring not disclosed to the applicant.
These limits aren't politeness, they're legally binding. Skipping them risks lawsuits, anti-discrimination claims, and long-term brand damage.
FAQ
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