This step-by-step process is designed to be repeatable. Follow it once and you have a workflow your team can hand off to automation with confidence.

1. Inventory every AI tool currently in use across HR functions

   List each AI application touching recruiting, performance, compensation, and workforce planning. Include vendor-embedded AI that came with your ATS or HRIS. Know your full exposure before you assess risk.

2. Map each tool to the employment decisions it influences

   For every AI tool, document which employment decisions it informs: screening, scoring, scheduling, pay recommendations. This map determines which regulations apply.

3. Assess jurisdiction-specific AI employment law obligations

   Laws governing AI in hiring vary by location. New York City requires bias audits. Colorado and Illinois have their own requirements. Identify every jurisdiction where you hire.

4. Conduct a bias audit on every AI tool used in candidate screening

   Run statistical analysis on AI screening outputs by protected class. A disparate impact finding requires immediate remediation before the tool continues in use.

5. Establish data retention and deletion policies for AI-processed candidate data

   AI systems process large volumes of candidate data. Document what is retained, for how long, and under what conditions it is deleted. This policy must be defensible in a data subject request.

6. Build a vendor compliance questionnaire for all AI tool purchases

   Every new AI vendor must answer specific questions about training data sources, bias testing results, audit rights, and regulatory compliance documentation before procurement approval.

Go Deeper

See the full automation blueprint: step-by-step HR automation guide.