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HR does a lot of work that repeats itself: answering questions, writing texts, sorting candidates, analysing surveys. AI can save time there. Decisions about people are a different matter. This article keeps the two apart. Status: November 2026.
Routine staff questions
A chatbot can answer questions about leave, policies and procedures based on your own HR documents. Leena AI is one example: a platform that handles staff HR and IT questions automatically. For a small business, a simpler solution may be enough, such as an AI assistant that knows your staff handbook.
Job adverts and learning plans
An AI assistant writes a first version of a job advert, an onboarding email or a training plan in minutes. You adapt it to your company's tone and facts. Do not leave in any requirements or benefits that are not true.
Recruitment and selection
Paradox offers a conversational AI assistant that answers candidates' questions and schedules appointments. Workday completed its acquisition of Paradox on 1 October 2025. HireVue offers video interviews and skills assessments. The company dropped facial-expression analysis from its software after criticism. Read the SHRM report.
The market changes quickly. Pymetrics, a provider of skills assessments for candidates, was acquired by Harver in August 2022. Read more about Harver. So ask vendors how long they will keep supporting their product.
Employee surveys and learning
Glint, a platform for employee surveys, was acquired by LinkedIn in 2018. In 2022, LinkedIn announced that it would become part of Microsoft Viva. The product is now called Viva Glint. Read the announcement.
Cornerstone Galaxy, Cornerstone's platform for learning and talent development, includes AI features for learners and administrators. Read more. Use such platforms to organise learning paths, not to judge who is good enough.
Ground rules: the AI Act and the GDPR
The EU AI Act classes AI for recruitment and selection as a high-risk system. That brings extra obligations, such as human oversight. The start date for these obligations has been postponed to 2 December 2027, instead of 2 August 2026, as a result of the Digital Omnibus package. Read the Gibson Dunn explanation. Check the current position before you introduce a tool.
Since 2 February 2025, AI that infers people's emotions in the workplace from biometric data, such as facial expressions, has been prohibited, except for medical or safety reasons. Read the Future of Privacy Forum explanation.
Data on candidates and staff also falls under the GDPR. Under the GDPR, a decision taken entirely by automated means that has a major effect on someone is restricted.
So never let AI alone decide who is invited, hired or dismissed. A person reviews the outcome and can explain it.
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Sources
- Leena AI
- Workday: Paradox acquisition completed
- SHRM: HireVue discontinues facial analysis
- Harver: acquisition of Pymetrics
- LinkedIn: Glint to become part of Microsoft Viva
- Cornerstone Galaxy at HR Tech 2025
- Gibson Dunn: postponed high-risk deadlines in the AI Act
- Future of Privacy Forum: prohibition of emotion recognition in the workplace