AI governance for HR and recruitment
Industry · HR and recruitment
AI governance for HR and recruitment teams, grounded in real workflows
For hr and recruitment, employee data and candidate decisions need a hard boundary. The DUBSAR journey is designed to begin with identifiable use, then apply policy only to the selected flows that actually pass through its Gateway.
In 30 seconds
What AI governance means for hr and recruitment.
- Question addressed
- Which hr and recruitment workflow should be controlled first?
- Next decision
- Choose one bounded workflow, name its owner and define its permitted data and provider route.
- Declared limit
- DUBSAR is designed to organise policies and evidence for connected hr and recruitment workflows. The organisation remains responsible for professional, legal, safety and regulatory duties, and must verify the rules that apply in each jurisdiction.
Current DUBSAR status
A sector-specific control approach, not sector certification
DUBSAR is designed to organise policies and evidence for connected hr and recruitment workflows. The organisation remains responsible for professional, legal, safety and regulatory duties, and must verify the rules that apply in each jurisdiction.
AI governance for HR and recruitment
Employee data and candidate decisions need a hard boundary
CVs, performance notes and absence information contain personal data, while ranking or rejecting candidates can create significant effects and discrimination risk.
An assistant may help format a job description without being authorised to score applicants or send rejection decisions automatically.
AI governance for HR and recruitment
Separate drafting support from people decisions
The target DUBSAR journey applies distinct policies to connected flows and can hold a consequential action once that action path is implemented and proven. It does not prove that a model is unbiased.
- Minimise candidate and employee identifiers
- Refuse unauthorised scoring routes
- Require accountable review before consequential actions
- Keep the model, policy and reviewer visible
AI governance for HR and recruitment
Pilot an assistive, reversible use case
Begin with an internal drafting or scheduling workflow. Do not use the pilot as permission to automate selection, dismissal or performance decisions.
Records should distinguish model assistance, human judgement and the final HR action.
External sources
Check the official sources and current product claims.
Frequently asked questions
What to know before going further.
Does DUBSAR certify AI use for hr and recruitment?
No. DUBSAR is designed to apply policies and organise evidence on connected flows; it does not provide sector certification or legal advice.
Where should a hr and recruitment organisation begin?
With one bounded workflow, a named owner and an explicit list of permitted data, providers and human decisions. Wider coverage should follow only after that route has been tested.
Read next
Continue with another DUBSAR guide.
The portal remains in private testing. These guides explain what DUBSAR is proving — and what it does not yet claim.