Start with the decision being influenced
Summarising a job description and automatically ranking candidates are not equivalent uses. Ask whether the output informs, recommends or determines a decision about a person.
Assess four dimensions
A short review can cover data, impact, human control and reversibility. More personal data and harder-to-correct consequences require stronger review.
- data categories and the operational basis for use
- who is affected and what consequence may follow
- who verifies and can stop the output
- how the decision can be explained and challenged
Do not confuse assistance with delegation
AI may help structure work, but accountability stays with the named human role. Review is not meaningful when the reviewer merely accepts a result they cannot explain or challenge.
Connect risk to inventory and approval
Every HR use needs an owner, state, conditions and reassessment date. A change in data, model, purpose or provider reopens the decision.
General educational material. It is not legal advice and does not replace legal, DPO, HR or security review appropriate to your organisation.