Practical Application of AI in HR
AI screening, interview tools and HR chatbots come with real legal exposure. Get the time savings and stay on the right side of discrimination, privacy and employment law.
What you'll be able to do
- Decide which hiring and HR tasks AI can help with, and which decisions stay with people
- Test recruiting tools for adverse impact before and after you switch them on
- Give candidates and employees the notices and alternatives the law requires
- Handle employee data, monitoring and sensitive conversations without creating new risk
An AI tools register for HR
What's in it. One row per tool or embedded feature, with what it does, the decisions it informs and who makes them, the laws that apply, notices and accommodation routes, adverse impact testing and results, data and retention, and the owner.
You build it lesson by lesson, using your own organization, and submit it for your certificate. It's yours to keep and adapt.
Who it's for
HR business partners, recruiters, people operations and HR leaders.
What's inside
- 1Where the requirement comes from 18 min
- 2How small teams and enterprises meet it 16 min
- 3Recruiting and screening 24 min
- 4Interviews and assessments 22 min
- 5Employee data, monitoring and performance 22 min
- 6HR service and sensitive conversations 20 min
- 7Pay, decisions and the record 20 min
- 8Hands-on lab: small team choose one 22 min
- 9Hands-on lab: enterprise choose one 24 min
- 10Finish and submit your deliverable 20 min
Built for your size
The requirement is the same everywhere. How you meet it depends on who you have. You pick the lab that matches your organization.
How you earn the certificate
Submit your finished deliverable, which is scored against a published rubric, and pass a short scenario quiz. Your certificate goes to your wallet and can be checked by anyone on the public register.