AI is becoming a natural part of HR - from recruitment and skills development to working with pay transparency.
But with these new opportunities comes an important question:
How do we use AI responsibly?
With the EU's upcoming AI Act, this is no longer something you can choose to address - it is becoming a requirement.
What is the EU AI Act?
The EU AI Act is an attempt to create clear frameworks for how AI is developed and used in Europe.
The goal is not to limit innovation - but to ensure that AI is used:
- Safely
- Transparently
- And with respect for fundamental rights
In practice, this means that companies must not only focus on what AI can do - but also how it is used.
What does this mean for HR?
For HR, it means one thing:
AI is becoming part of your responsibility.
This applies, for example, when AI is used for:
- Screening candidates
- Analyzing employee data
- Structuring jobs and salaries
- Decision support in HR processes
Here, AI can directly impact people, which is why many HR applications fall into the high-risk category.
This places demands on:
- Documentation
- Transparency
- And human oversight
Who is responsible?
The AI Act distinguishes between several roles:
- Providers (those who develop AI systems)
- Users (companies that use AI in practice)
As a company, you are responsible for:
- How AI is used
- Which decisions it supports
- And how you document it
But this also means that the choice of a provider, such as Mindkey, becomes crucial.
AI is not just about technology – it’s about structure
An important point that is often overlooked:
AI is only as good as the foundation it is built on.
If your HR data and structure are unclear, the results will be too.
This is especially true when working with pay transparency, where AI can help with:
- Analyzing pay data
- Identifying discrepancies
- And creating an overview of, for example, job types / sub-job types
But only if:
- Roles are defined
- Pay is structured
- And data is consistent
How to get started (without making it complex)
The AI Act may seem extensive – but the work can start simply.
Here are 4 good places to begin:
1. Get an overview of your AI usage
Where do you use AI today and for what?
2. Assess the risk
Does the AI have an impact on people? (e.g., recruitment or pay)
3. Ensure transparency
Can you explain how the AI arrives at its suggestions?
4. Maintain human oversight
AI should support decisions – not make them alone
AI in HR: From hype to responsible practice
AI can create great value in HR:
- Faster analysis
- Better decision-making basis
- More structure and overview
But only if used correctly. It is not about using the most AI - but about using it responsibly.
Mindkey's approach
At Mindkey, we work with AI as a tool for decision support, not as a replacement for HR.
This means:
- AI suggests - HR evaluates
- AI analyzes - HR decides
- AI provides an overview - HR sets the direction
At the same time, the solution is built to support:
- Transparency
- Documentation
- And a structured approach to HR data
Ready for the next step?
The sooner you get a handle on structure, data, and the use of AI, the easier it becomes to meet the requirements.
And most importantly:
You get more value out of your HR work.
Would you like to hear how we work with AI in practice?
You are always welcome to reach out or join our network meeting in Copenhagen on May 20th, where we will focus on the topic with presentations and the opportunity for sparring with other HR professionals.
