AI Academy/In-house recruiter
AI Learning Path for In-House Recruiters: Intake to Interview, Safely
A self paced AI learning path for in-house and corporate recruiters: the basics and the law first, then intake and job ads, screening and interviews, and proving the results to your leaders. Tick boxes save in your browser.
- 4stages
- 21lessons
Who this path is for
Corporate and in-house recruiters who work with hiring managers, handle high applicant volume and answer to legal and HR. The law comes early in this path because in-house teams usually carry the risk for the tools they use.
Tick each step as you finish it. Your ticks are saved in this browser only. Every stage ends with one thing to try on a live req.
Tick the steps as you go. Your progress is saved in this browser.
Stage 1: Foundations and the rules
Know what the tools do, where they go wrong and which laws apply before a tool touches an application.
- Read: What is AI in recruiting?
- Read: What is a large language model, and what does it get wrong?
- Read: How do you write AI prompts for recruiting?
- Read: What candidate data can you put into ChatGPT? Check it against your company’s own AI policy.
- Read: Which AI hiring laws apply to you?
- Read: What should you tell candidates about AI?
- Live req: list every place AI already touches one of your open jobs (job board, ATS ranking, scheduling, note taker) and check which laws apply where the role is based.
Stage 2: Before the job opens
Get a clear brief from the hiring manager and write a job ad that attracts the right people and passes a bias check.
- Read: How can AI help with hiring manager intake meetings? Save the intake prompts.
- Read: How do you write job descriptions and job ads with AI?
- Run your next ad through the job description bias checker and try the job ad prompts.
- Read: What is a recruiting chatbot, and does it help candidates?
- Live req: after your next intake, turn your notes into a one page search brief with the intake prompts and send it to the hiring manager to confirm.
Stage 3: Screening and interviews
Handle volume without losing good people, keep interviews fair and spot fraud.
- Read: What is AI resume screening?
- Read: What do you do when auto apply bots flood your job posts?
- Read: What is an AI interviewer?
- Read: What does an AI note taker do in an interview?
- Read: How does AI interview scheduling work?
- Read: How should you handle candidates who use AI in interviews? Then link the interview prep guide in your invites.
- Read: What is candidate fraud, and how do you spot a deepfake?
- Live req: build a scorecard and a screening call plan with the screening prompts and use them on your next three calls.
Stage 4: Prove it to your leaders
Check your tools for bias, judge vendors fairly and report results in numbers your leaders trust.
- Read: How does bias get into AI hiring tools?
- Read: What is an AI bias audit? Ask your vendors for theirs.
- Read: How do you evaluate an AI recruiting tool?
- Read: How do you analyze recruiting files and data?
- Read: How do you measure the ROI of AI in recruiting?
- Live req: export one req’s pipeline from your ATS, remove names, and write a weekly hiring manager update with the reporting prompts.
Quick answers
Why does the law come first?
In-house teams deploy the tools, so the notice, audit and record keeping duties usually land on the employer. It is cheaper to learn the rules before a tool is switched on than after a complaint.
My company has its own AI policy. Which wins?
Your company’s policy. The Academy explains the general rules; your policy and your legal team decide what you may do at work.
Where are my ticks saved?
Only in this browser on this device. Nothing is sent to Work Insiders.
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