Recruitment on Parole de RH

AI in recruitment: what the EU AI Act provides

Sun, 04 Oct 2026 16:00:00 +0200

In short:

The EU AI Act classifies uses according to four levels of risk.

Tools using AI in recruitment, such as CV sorting, are high-risk systems.

Emotion recognition in the workplace has been prohibited since 2 February 2025.

The obligations for high-risk systems apply from 2 December 2027, according to the European Commission’s timeline.

AI in recruitment: a high-risk use

The European regulation on artificial intelligence is based on a risk approach. The European Commission distinguishes four levels.

Recruitment: what information can an employer ask a candidate?

Sun, 04 Oct 2026 14:30:00 +0200

In short:

During recruitment, the employer can only ask for information with a direct and necessary link to the job offered.

Questions about health, family, religion, sexual orientation or trade union membership are prohibited.

The CNIL lists information that should not be requested, such as the social security number or bank details.

A candidate who suffers discrimination can bring a claim before the labour court.

Recruitment: the direct and necessary link principle

During recruitment, the information requested from the candidate must serve to assess the ability to hold the job or professional skills. Service-Public points this out in a news item published on 2 December 2024: each question must have a direct and necessary link with the position.

Job posting rules in France: mandatory and prohibited content

Sun, 04 Oct 2026 12:30:00 +0200

In short:

Under job posting rules in France, a posting must be dated, identify the employer and describe the job, the contract and the place of work.

It is written in French when the work is performed in France.

Mentions of sex, age or any discriminatory criterion are prohibited, apart from exceptions provided for by law.

A discriminatory posting carries 3 years’ imprisonment and a 45,000 euro fine.

Job posting: the employer’s first showcase

A job posting is often the first contact between a company and a candidate. As such, it is part of employer branding. Its drafting is regulated: Entreprendre.Service-Public sets out what is expected and what is prohibited.