At Rent a Recruiter, ethical recruitment always comes first. Therefore, artificial intelligence supports people, not replaces them. This policy explains how AI is used transparently and responsibly. It also reflects our legal and ethical commitments.

Yala Consult Limited, trading as Rent a Recruiter, operates from:
Forest Gate House, Dunmurraghill, Donadea, Co. Kildare, W91 R9K5.

Moreover, this policy aligns with GDPR and the EU Artificial Intelligence Act.
Consequently, candidates always remain protected and informed.

We use AI to improve efficiency and fairness. However, human judgement remains central at every stage. Equally important, no automated system makes final hiring decisions.

In addition, transparency guides how we deploy technology.As a result, candidates always understand how their data is used.

Artificial intelligence refers to software that supports decisions. Specifically, it can analyse data and generate recommendations. However, it does not replace recruiter expertise.

For example, AI may assist with CV parsing. Likewise, it may support candidate matching or scheduling. Nevertheless, people remain accountable for outcomes.

Administrative and Operational Support

AI helps streamline repetitive recruitment tasks. Therefore, recruiters can focus on meaningful conversations. We use AI for CV parsing and data organisation. Additionally, interview scheduling benefits from automation. Similarly, automated acknowledgements improve response times.

Yet, recruiters monitor every system continuously. As a result, errors can be corrected quickly.

Candidate Matching and Screening Support

AI may highlight relevant experience or skills. However, it never rejects or selects candidates independently. Recruiters review all AI-generated insights. Then, they assess full applications carefully. Consequently, decisions remain fair and contextual.

What AI Is Never Used For

AI does not make hiring decisions at Rent a Recruiter. Instead, qualified recruiters handle all outcomes.

Shortlisting decisions always involve human review. Likewise, interviews are assessed by people only. Job offers remain client-led and human-approved. Importantly, no candidate is rejected automatically. Therefore, algorithmic bias never determines outcomes.

Reasons Candidates May Not Be Shortlisted

Not every application progresses to interview. However, outcomes depend on clear and fair criteria.

Sometimes, roles attract many highly relevant applicants. In other cases, essential requirements may not match. Additionally, roles may close earlier than expected. Still, human recruiters review all applications. Thus, automated decisions never act alone.

Meaningful Human Review

Every AI output receives human assessment. Recruiters can override any AI suggestion.
Therefore, judgement remains balanced and informed.

Monitoring and Continuous Review

AI tools are monitored for accuracy and fairness. Regular audits help identify potential bias.
Moreover, decision logs support accountability.

Vendor Due Diligence

We assess AI vendors carefully before adoption. Transparency and explainability remain essential.
Consequently, unsuitable tools are never deployed.

Candidate Rights Under Data Protection Law

Candidates retain full rights under GDPR.  This includes protection from automated decision-making.

Right to Human Intervention

Candidates may request human review at any time. They can also contest decisions if needed.

Right to Explanation

We explain how AI supported a decision. This explanation uses clear, simple language.

Right to Access and Rectification

Candidates may access their stored data. They can also correct inaccurate information.

Fairness and Non-Discrimination

Fair recruitment underpins our values.Therefore, AI systems undergo bias testing. We work with diverse and representative datasets. Additionally, recruiters receive bias awareness training. As a result, equality remains protected. Concerns about discrimination are treated seriously. Accordingly, issues are investigated promptly.

Data Protection and Security

Personal data is processed lawfully and securely. We apply data minimisation at all times. Security controls protect information effectively. Data retention follows defined schedules. Where transfers occur, safeguards are applied.

Transparency on AI Tools

We disclose AI-assisted tools used in recruitment. Each tool has a defined and limited purpose. We do not use emotion recognition technology. Likewise, autonomous hiring systems are excluded. Social media scraping is never applied.

Compliance with the EU AI Act

Recruitment AI is considered high-risk under EU law. Therefore, enhanced safeguards are required. We ensure appropriate risk management processes. Human oversight remains mandatory throughout. Additionally, compliance reviews occur regularly.

Policy Updates and Ongoing Review

This policy evolves with legal developments. Accordingly, reviews occur at least annually. Updated versions remain publicly accessible.

Contact Information

For questions or concerns, contact:

Yala Consult Limited
Trading as Rent a Recruiter
Forest Gate House
Dunmurraghill, Donadea
Co. Kildare, W91 R9K5

Email: sales@rentarecruiter.com

Telephone: +353 1 584 6479

Candidates may also contact the Data Protection Commission. 21 Fitzwilliam Square South Dublin 2 D02 RD28 www.dataprotection.ie.

This AI policy reflects ethical recruitment values. It also demonstrates compliance and transparency. Above all, people remain at the heart of hiring.