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Using AI Tools in Recruitment: Best Practices for Canadian Businesses

Using AI Tools in Recruitment: Best Practices for Canadian Businesses

Recruitment

Kiran Virk, Head of Talent Acquisition

Sep 5th 2025(Last updated Sep 5th 2025)

Kiran Virk, Head of Talent Acquisition

Sep 5th 2025(Last updated Sep 5th 2025)

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Artificial intelligence (AI) is transforming how Canadian employers recruit, streamlining tasks like resume screening, skills assessment, and interview scheduling.

However, using AI in hiring requires compliance with Canadian privacy, anti-discrimination, and transparency laws at federal and provincial levels. This blog outlines key legal requirements, best practices, and essential considerations for Canadian businesses adopting AI recruitment tools.

Canadian laws governing AI-driven hiring

PIPEDA and provincial privacy acts

The

Personal Information Protection and Electronic Documents Act

(PIPEDA) governs private-sector organizations’ handling of personal data. Provinces like Alberta and British Columbia have additional privacy laws that strengthen data protection requirements. Key employer obligations include:

Consent

: Obtain clear candidate consent for collecting, using, or sharing personal data.

Data minimization

: Collect only necessary data for recruitment.

Transparency

: Inform candidates about data use and AI involvement.

Access rights

: Allow candidates to access and correct their personal information.

Proposed Federal AIDA and CPPA

The

Artificial Intelligence and Data Act

(AIDA) and

Consumer Privacy Protection Act

(CPPA), proposed under Bill C-27, are not yet in force in Canada but are expected to introduce stricter rules.

AIDA will regulate high-impact AI systems, requiring transparency, risk management, and record-keeping. CPPA will modernize privacy rules, emphasizing accountability for AI-driven data use. Employers should prepare for compliance once enacted.

Human rights codes

Provincial and territorial human rights codes prohibit discrimination in employment based on protected grounds like race, gender, age, disability, or sexual orientation. AI tools producing biased outcomes can lead to liability under these codes. Regular audits are essential to prevent discriminatory hiring practices.

Major benefits and risks of AI recruitment

Benefits

Faster resume screening

: AI filters resumes based on job-relevant criteria, processing thousands of applications efficiently.

Enhanced candidate experience

: AI-powered chatbots provide timely updates, answer queries, and automate scheduling, improving responsiveness.

Data-driven insights

: AI analytics identify top candidates based on skills and experience, reducing human bias in initial reviews.

Risks

Algorithmic bias

: AI trained on biased historical data may perpetuate inequities, e.g., favoring certain demographics, violating human rights laws.

Privacy concerns

: Collecting and storing sensitive candidate data risks breaches or non-compliance if data is shared with vendors outside Canada.

Lack of transparency

: Failing to disclose AI use can erode candidate trust and violate legal requirements, such as Ontario’s

Working for Workers Four Act

, effective January 1, 2026, for employers with 25+ employees.

Mandatory transparency and privacy disclosures

Job posting disclosure

In Ontario, employers with 25+ employees must disclose AI use in job postings starting January 1, 2026, per the

Working for Workers Four Act

(Bill 149). A sample disclosure:

“This employer uses AI tools to screen and assess applications. Contact [HR email/phone] for details.”

Privacy notice essentials

Privacy notices must outline:

Data types

: Resumes, assessments, or interview recordings collected.

Purpose

: Evaluating candidate qualifications.

Retention period

: Typically, 1 to 7 years, per provincial laws.

Third-party sharing

: Disclose if data is shared with vendors, especially outside Canada, ensuring compliance with PIPEDA or provincial laws.

Candidate rights

Some jurisdictions, like Quebec under

Law 25

, require options for candidates to opt out of automated decisions or request human review. Employers must provide a clear process for appeals, including a designated HR contact and alternative assessment methods.

Step-by-step process to implement AI in hiring

Define skills-based criteria

Use measurable job requirements (e.g., specific software proficiency) to train AI, minimizing bias from unrelated credentials.

Vet AI vendors

Select vendors offering transparent, auditable AI systems compliant with Canadian privacy and human rights laws. Request bias audit reports.

Draft an AI hiring policy

Create a policy detailing AI use, oversight responsibilities, and candidate appeal processes. Ensure integration with existing HR procedures.

Train staff

Educate recruiters on AI functionality, transparency requirements, and handling candidate inquiries or appeals.

Pilot and validate

Test AI tools on a small scale, comparing results with traditional methods. Adjust based on outcomes to ensure fairness and accuracy before full rollout.

Auditing and mitigating bias

Set baseline metrics

Collect pre-AI hiring data (e.g., applicant demographics, hire rates) to compare post-AI outcomes, focusing on protected groups under human rights laws (e.g., race, gender, disability).

Regular bias testing

Conduct audits every hiring cycle or annually, analyzing pass rates or job offers across protected groups. Document findings and corrective actions.

Adjust algorithms

If bias is detected, preprocess training data to remove historical inequities or adjust AI parameters. Switch vendors if issues persist.

Maintaining human oversight

Human-in-the-loop

Ensure humans review AI recommendations at key stages (e.g., interview selection, job offers) to maintain fairness and accountability.

Appeal process

Provide a clear process for candidates to request human review of AI decisions, with responses within 30 days, handled by designated HR staff.

Record-keeping

Maintain detailed records of AI-assisted decisions, including assessments and human reviews, to support compliance and audits.

Additional considerations for Canadian employers

Unionized workplaces

: Consult unions when implementing AI tools, as collective agreements may require negotiation or disclosure. Failure to do so risks grievances or legal challenges.

Cross-border data transfers

: Ensure vendors comply with PIPEDA when transferring data internationally, using safeguards like contractual clauses or standard data protection agreements.

Accessibility

: AI tools must accommodate candidates with disabilities, per the

Accessible Canada Act

(2019), ensuring equitable access to the hiring process.

Need supporting developing HR policies for your business?

Adopting AI in recruitment offers efficiency but demands compliance with Canada’s evolving legal landscape. Peninsula’s HR experts can provide tailored guidance on creating and

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updating company policies

, including for AI, support with compliance, and advice on any other

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health & safety

issue.

To learn more about how our services can help your business, call an expert today at

1 (833) 247-3652

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Using AI Tools in Recruitment: Best Practices for Canadian Businesses

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