Recruiting AI in Practice
A 55-minute intermediate course for recruiters and TA leaders — sourcing, screening, interviewing, offer — with EEOC and EU AI Act guardrails baked in.
8
Chapters
~55 min
Duration
Intermediate
Level
No
Certification
Who this is for
For recruiters, TA leaders, and HR ops past basic AI literacy.
How this course works
- 8 audio-narrated slide chapters · ~55 min of focused content
- 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.
- AI in sourcing — what works at scale (boolean expansion, intent signals) and what doesn't (mass outreach)
- AI in screening — with EEOC + EU AI Act guardrails baked in from day 1
- AI in interviewing — prep, not decisions; structured questions, calibrated scoring
- The Mobley v. Workday boundary — automated decisions on protected classes
- NYC Local Law 144 + Illinois AIVIA + EU AI Act high-risk classification for hiring AI
- The candidate-experience design that uses AI without crossing the creepy line
- The bias-audit cadence that protects the org legally and ethically
- A 90-day recruiting-AI rollout playbook with the trust trip-wires in writing
Course content
8 chapters · ~55 min
Sourcing automation
The TA stack moved from recruiter-driven to agent-augmented to agent-operated. LinkedIn Hiring Assistant numbers, hireEZ + Findem + Eightfold shift, the AI-spam trap (LinkedIn 87% InMail cap), and the GDPR Art. 6(1)(f) gotcha for EU outreach.
Resume screening & the 4 bias mitigations
Bloomberg study (11% top-rank for Black women) + Wilson & Caliskan AIES 2024 (85.1% white-name preference). The four mitigations: blind data, calibrated thresholds, audit logs, human override. Mobley v. Workday vendor-as-agent doctrine.
Interview prep with AI
Sackett 2022: structured interviews are the strongest single predictor of job performance (r ≈ 0.42). HireVue cautionary tale. AI's role: enforce structured-interview discipline, not generate clever questions.
Candidate experience copilots
Talent Board CandE 2024 — 29% never heard back, 48% unhappy with feedback. One design decision separates lift from disaster: transparency. The three-sentence disclosure pattern.
Offer & onboarding AI
Two uses that work: offer letters with comp-band guardrails, personalised onboarding without surveillance. India DPDP Section 7(1)(i) covers recruitment but requires 180-day post-exit deletion.
Workforce planning AI
Deloitte + McKinsey 2024 framework. Three use cases that work (scenarios, skills gaps, pipeline forecast). The failure mode: models trained on past patterns project past patterns — including bias.
Compliance posture: the 2026 quadrant
Four jurisdictions, all live by Aug 2026: US federal (EEOC + Mobley vendor-as-agent), US state (NYC LL144, Illinois AIVIA, Colorado SB24-205), EU AI Act (Annex III + Art. 26 + Art. 99), India DPDP Section 7(1)(i).
Making it stick: your funnel-wide rollout
Two-quarter rollout playbook. Pick three funnel stages (not seven). Sequence Q1 (sourcing + interview) + Q2 (candidate copilot). Save screening for next year. Quarterly bias-audit, annual vendor review.
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.