AI in talent acquisition operates inside a dense legal framework most HR teams learn only after a complaint surfaces. This glossary defines the 20 terms — from algorithmic bias and GDPR to disparate impact and explainability — that every recruiter, HR director, and executive must understand before deploying any AI hiring tool. Compliance starts with vocabulary.

Auditing AI hiring tools for bias is not a one-time event — it is a recurring operational discipline. Start by defining your fairness criteria before touching a single report. Then pull disaggregated pass-through data by demographic group, stress-test explainability outputs, and document every finding for legal defensibility. Skipping any step leaves your organization exposed.