THE PRACTICAL VIEW
Ask for the source, publication date and status of any regulatory claim. Then ask how it relates to the specific workflow your recruitment agency wants to operate.
Understand the status of the guidance
Australia’s 2024 Voluntary AI Safety Standard contained ten voluntary guardrails. The government’s subsequent Guidance for AI Adoption condenses the approach into six essential practices. A consultation about mandatory guardrails is not, by itself, an enacted requirement. Check current official material before making compliance claims.
Map where AI affects people
Identify AI-supported sourcing, screening, communication and administration. Record where outputs could influence someone’s access to an opportunity. Consider errors, unfair outcomes, privacy and the ability to explain or challenge what happened. The assessment should reflect the actual workflow.
WORKED EXAMPLE · ILLUSTRATIVE
Turn a supplier assurance into questions you can assess
If a supplier says a screening feature is ‘compliant with AI guardrails’, ask which framework they mean, which version they assessed and what evidence supports the statement. Ask what remains your responsibility as the customer. Keep the answers with the use-case assessment so the basis for the decision can be revisited.
Where it can go wrong
A badge or broad declaration does not tell you whether your configuration, data or intended use has been assessed. An appropriate adviser may need to consider those details before you rely on the claim.
Ask suppliers useful questions
What inputs affect the output? What can your team configure? How is the feature tested? What changes when the model is updated? What records are available for investigation? Record the answers and follow up on gaps rather than treating a generic assurance as evidence.
Put ownership and review into operation
Name an accountable owner for each use case. Set access permissions, approval points and escalation paths. Train people to recognise uncertainty and incorrect information. Give reviewers the authority to stop an action, and define how affected records or communications can be corrected.
Prepare evidence, not a badge
Keep the use-case assessment, test results, training material and review decisions together. Update them when systems or business processes change. Describe the controls you actually operate. Avoid claiming that adopting a framework automatically establishes compliance with every applicable obligation.
Get advice for the specific use case
Recruitment involves consequential decisions and personal information. Have appropriate advisers assess the obligations that apply to your organisation and intended workflow. Wiity’s discovery and delivery process can help establish the operational foundations, alongside the specialist advice your business needs.
Sources & further reading
PUT IT TO WORK
Take this into your next team conversation
Tick off the points you have covered. This is a working checklist, not a compliance score. Selections reset when you leave the page.
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Questions worth asking
Does following voluntary guidance establish legal compliance?
Not automatically. Guidance can support a structured approach, but the obligations relevant to an organisation and use case need their own assessment. Seek appropriate advice where the decision depends on that assessment.
Where should we check whether the guidance has changed?
Use the current Australian Government material linked in this guide and the regulators relevant to your circumstances. Keep a record of the source and version used for important decisions.
Continue with Responsible AI for Recruitment Agencies.
This guide builds on Jordan’s Hyper Automate resource library, updated for Wiity. Worked examples illustrate the approach; they are not customer case studies.