CV screening with AI is becoming widespread in HR departments. KVKK + discrimination risk is critical.
AI HR Applications
- CV automatic scanning
- Interview evaluation (face/voice analysis)
- Performance estimation
- Talent matching
KVKK Problems
- Candidate data of special nature (health, ethnic)
- Explicit consent is required
- Clarification liability
- Right to object to automatic decision (art. 11/g)
Risk of Discrimination
- AI may be biased with the data it is trained on
- Screens out women's CVs
- Discrimination from certain regions/ethnic groups
- Rejecting older candidates
Company's Responsibilities
- Explicit consent receiving
- Transparency (information about the algorithm)
- Human intervention mechanism
- Bias tests
- Protecting candidate rights
Candidate's Rights
- Learning that there is AI screening
- Asking the reason for the decision
- Requesting human evaluation
- Suit alleging discrimination
KVKK Board Approach
The KVKK Board considers that the use of AI in HR must comply with the principles of "transparency and human control", and that causing victimization by automatic decision is a violation.
KVKK and labor law lawyer is recommended.