- AI can cut HR admin: job descriptions, scheduling, onboarding documents, policy questions.
- In screening, score candidates on job-related criteria only and keep a person accountable for decisions.
- Never use or infer protected characteristics such as age, sex, race, disability or family status.
HR teams handle large volumes of documents and repetitive questions, which makes them a natural fit for AI. Recruitment, however, also carries legal and ethical risks that need careful design.
Low-risk, high-value uses
- Drafting job descriptions and interview guides.
- Scheduling interviews and sending reminders.
- Answering staff questions about leave and benefits through a knowledge assistant.
- Preparing onboarding packs and training materials.
Screening, done carefully
AI can help summarise CVs against a structured scorecard of job-related criteria, so recruiters review more candidates more consistently. To keep it fair:
- Define the criteria before screening, based on the job.
- Remove or ignore information unrelated to the job.
- Require evidence for each score and let a person make the decision.
- Review outcomes regularly for patterns that could indicate bias.
Legal points
Hong Kong's anti-discrimination ordinances cover sex, disability, family status and race; Taiwan's Employment Service Act and Gender Equality in Employment Act set similar protections. Candidate data is personal data under privacy law: collect only what is needed, tell candidates how it is used, and keep it secure. Take legal advice before using automated screening at scale.
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