As AI tools become more accessible, employers are facing new challenges in recruitment. 

Candidates may use AI to generate flawless but generic CVs, cover letters, or even interview responses, making it harder to identify genuine skills and experience. In addition, organisations risk exposure under the Equality Act 2010 if biased AI systems are used in job design or application screening. The consequences can be significant: unlawful discrimination, reputational damage, and complex employee relations issues if misrepresentation is uncovered post hire.

This article explores the key legal and practical risks of AI in recruitment, the “red flags” HR should watch for, and the steps employers must take, from robust policies to human oversight, to ensure compliance and effective risk management in an increasingly AI driven hiring landscape.

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