Resume screening / candidate ranking

Context

An AI system screening resumes and ranking candidates. Employment decisioning is a high risk use by category under the Act, and a growing body of employment law (adverse impact testing, bias audit mandates) applies whether or not a recruiter makes the final call.

The decision

A human reviewer doesn't downgrade the tier: employment is high risk by category, so adverse impact testing, an independent bias audit, and a candidate appeal path are required even with a recruiter in the loop.

What most miss

Teams assume keeping a human in the loop drops hiring AI to limited risk. It doesn't, the category is high risk, and bias audit statutes attach to the tool, not the final decider.

Stakes

Skip the bias audit and the tool is unlawful to use in a growing list of jurisdictions regardless of accuracy.