AI for HR & People Teams
A ~40-minute course for CHROs, HR ops, talent leaders. Recruiting, screening (with 4 bias mitigations), structured interviews, candidate experience, onboarding/L&D, compliance posture. <strong>The 3 lines we don't cross: no AI ratings, no AI stack ranking, no flight-risk prediction.</strong>
8
Chapters
~40 min
Duration
Intermediate
Level
No
Certification
Who this is for
For CHROs, HR ops leaders, people-ops, talent leaders past basic AI literacy.
How this course works
- 8 audio-narrated slide chapters · ~40 min of focused content
- Capstone with interactive Markdown builder you take to your team
- Trust trip-wires on every play — what not to cross
- Free verifiable certificate on completion
What you'll walk out with
Specific outcomes from this course — no fluff.
- A clear-eyed map of AI in HR — sourcing · screening · learning · retention · internal mobility
- The compliance posture — EEOC + DOJ joint guidance, GDPR Art 22, NYC Local Law 144, Mobley v. Workday
- 4 bias mitigations for AI-assisted screening that actually work in audit
- Structured interview design that uses AI for prep — not for decisions
- The 3 lines we do not cross — no AI ratings, no AI stack ranking, no flight-risk prediction
- Onboarding + L&D patterns that compound — where AI multiplies impact vs where it gets in the way
- The candidate-experience design that turns AI use into recruiting strength, not a creepy-line cross
- A bias-audit discipline that's an operating practice — not just an annual checkbox
Course content
8 chapters · ~40 min
Welcome
A 1-minute orientation — what the course covers, how to navigate, and what you walk out with. No audio on this screen.
The HR AI landscape
EU AI Act Annex III §4 employment AI = high-risk (Art. 26/27/50/99). EEOC+DOJ 2024 joint statement: disparate impact applies. NYC LL144, IL AIVIA, CO SB24-205. India DPDPA. Bloomberg + Wilson-Caliskan (85.1% white-name preference) bias evidence. Mobley v. Workday vendor-as-agent doctrine.
Recruiting AI
LinkedIn Hiring Assistant + hireEZ + Findem + Eightfold AI sourcing. 3-5x candidate flow with same time per hire. AI-spam trap (LinkedIn 87% InMail caps). GDPR Art. 6(1)(f) legitimate-interest balancing for EU outreach. India DPDPA same logic. Quality over volume, opt-in over scrape, transparency.
Screening + the 4 bias mitigations
Bloomberg Mar 2024 + Wilson-Caliskan AIES 2024 evidence. The 4 mitigations: (1) blind data (strip identity signals), (2) calibrated thresholds (EEOC 4/5ths rule), (3) audit logs (EU AI Act Art. 12), (4) human override. Mobley v. Workday vendor-as-agent: procurement contracts need bias-testing + indemnification + audit rights.
Interview prep + structured interviews
Sackett 2022 meta-analysis: structured interviews = strongest hiring predictor (r ≈ 0.42 vs 0.2 for unstructured). AI's job: enforce structured-interview discipline · build question banks tied to competencies · brief interviewers. HireVue cautionary lessons. AI augments. Humans evaluate.
Candidate experience + the 3 lines
Talent Board CandE 2024: 29% never heard back, 48% unhappy with feedback. 3-sentence disclosure pattern (EU Art. 50 mandatory, Pew 70% prefer). The 3 lines we don't cross: no AI ratings, no AI stack ranking, no flight-risk prediction. Air Canada Moffatt cross-domain analog applies.
Onboarding, L&D, people analytics
Onboarding personalisation without surveillance (program metrics not individual). L&D personalisation with employee choice as output (LinkedIn Learning, Workday, SAP SuccessFactors, Cornerstone). People analytics aggregate-level defensible vs individual-level flight-risk = line 3. Workplace monitoring is line-3 territory.
Compliance posture across jurisdictions
4-quadrant compliance: EU (AI Act + GDPR Art. 22) · US (EEOC + DOJ + NYC LL144 + IL AIVIA + CO SB24-205 + NIST) · India (DPDPA) · EU works councils (Germany/Austria/Netherlands/France co-determination). 5-section posture doc: inventory · classification · bias-testing log · works-council + GC sign-off · review cadence.
Making it stick: your HR AI roadmap
2 use cases · 2 quarters · inside the 3 lines. Q1 = recruiting sourcing + L&D personalisation. Q2 = structured-interview AI (Sackett discipline). 4 trust trip-wires: no AI ratings, no AI stack ranking, no flight-risk prediction, no "set and forget" (quarterly bias audit + works-council + GC review). Interactive roadmap builder.
Want this delivered inside your organisation?
The course is the starting point. The same content powers a 4-week pilot, an org-wide rollout, or a continuous build engagement — set up on your data, with your team, by Gennoor Tech.