babymore87
MyBoerse.bz Pro Member
Free Download EU AI Act for HR Templates, Checklists & Cases
Published 8/2026
MP4 | Video: h264, 3840x2160 | Audio: AAC, 44.1 KHz
Language: English | Size: 7.30 GB | Duration: 4h 31m
Practical templates & checklists for HR: classify AI risk, audit vendors, and hit the real 2027 deadline
What you'll learn
Classify any HR AI tool into the correct risk tier - prohibited, high-risk, limited, or minimal - using a repeatable 4-question test.
Know the real 2026-2028 compliance timeline, including which deadlines moved, which didn't, and what's live right now.
Audit recruitment and video interview tools to separate legal content-scoring from banned emotion-recognition features.
Build a complete compliance paper trail: vendor questionnaires, disclosure notices, oversight logs, and impact assessments.
Run a bias check on your own hiring data in under an hour - no data science team required.
Turn your 18-month runway into a concrete quarter-by-quarter governance roadmap that won't collapse into a last-minute scramble.
Requirements
No legal or compliance background required - every concept is explained in plain language, without legal jargon.
Basic familiarity with your organization's HR tools (ATS, video interview platform, performance management software) is helpful, but not required.
No prior knowledge of the EU AI Act needed - we start from the fundamentals in Section 1.
Description
One wrong click in an HR tool your team didn't even build can cost your company up to €35 million.Your ATS ranks candidates. Your video interview tool scores them. Your performance dashboard flags who gets promoted and who doesn't. Under the EU AI Act, every one of those tools is now a regulated system - and the compliance obligations for using them land on your desk, not your IT department's.Worse, if your video interview tool analyzes a candidate's facial expressions or tone of voice to score their confidence or enthusiasm, that specific feature isn't a compliance gap to fix. It's been flatly banned since February 2025. Most HR teams using this kind of tool right now have no idea.And the "you have until 2026" advice you've read online? Outdated. The real deadline for most HR systems moved to December 2027 - but that's not the relief it sounds like either.What's insideA Self-Assessment Scorecard to find out exactly which of your HR tools are exposed under this lawA Risk-Tier Classification Checklist to sort any tool into prohibited, high-risk, limited, or minimal risk - using a repeatable, four-question testA Vendor Compliance Questionnaire covering 13 questions across 7 categories, so you know exactly what to ask your ATS, video interview, or performance management provider - and how to read what they send backCandidate Disclosure Notices in English, German, and French, covering job postings, confirmation emails, video interview invitations, and rejection lettersAn Employee Notification Checklist for performance and promotion toolsAn AI Decision Log, the human oversight record that proves a real person engaged meaningfully with an AI-assisted decision - not just that the system produced an outputA Deadline Tracker and an 18-Month Governance Roadmap, so you use your runway to December 2027 deliberately, not the way most companies wasted their two years of GDPR preparation timeA Contract Clause Checklist for what to actually get written into your vendor agreements, not just promised on a callEvery template comes with a real, step-by-step case study showing exactly how it gets used in practice - auditing a real ATS, renegotiating a real vendor contract, fixing a real non-compliant screening process, building a sign-off process from scratch.What you'll be able to do by the endKnow precisely which of your HR tools are high-risk under EU law, and which functions cross into outright prohibited territorySeparate a video interview tool's legitimate content-scoring from anything that infers a candidate's emotions - a distinction most compliance content gets wrongKnow exactly what to ask an HR tech vendor, how to read their answers, and what to get written into the contract itselfBuild genuine human oversight - not a rubber stamp - and document it in a way that would hold up under real scrutinyRun a bias check on your own hiring outcomes in under an hour, using nothing more than a calculator and numbers you already haveTurn an eighteen-month deadline into a concrete, quarter-by-quarter plan, instead of a countdown you quietly ignore until it's too late
Recruiters and Talent Acquisition professionals using AI-assisted screening, resume ranking, or video interview tools, who need to know what's actually required of them.,HR Directors, HR Business Partners, and People Operations leaders responsible for the tools their organization uses to recruit, evaluate, or promote employees.,Compensation, People Analytics, or HR Tech professionals evaluating or managing vendor relationships for AI-powered HR systems.,In-house counsel, compliance officers, or DPOs who need a practical, HR-specific view of how the EU AI Act applies to employment decisions, without needing to become AI Act experts themselves.,Anyone building or updating an HR tech stack for a company with employees or candidates in the EU, regardless of where the company itself is headquartered.
Homepage
Recommend Download Link Hight Speed | Please Say Thanks Keep Topic Live
No Password - Links are Interchangeable
