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.