France — employment-law duties for AI hiring (candidate information, CSE consultation)
What it asks of employers
- Tell candidates the methods used to assess them. Inform candidates, before they are used, of the methods and techniques used to assess them, and collect only information that relates to their capacity to do the job.
- Inform and consult the CSE before using AI in recruitment. Inform and consult your social and economic committee (CSE), before you use them, about the recruitment-aid methods and the automated personnel-management processing you put in place, and about introducing this new technology.
- Don't use AI that discriminates in recruitment. You may not use AI in recruiting or hiring in a way that discriminates against a candidate on a protected ground; review Amp's bias-test and audit evidence before and while you use the tool.
What Amp does
- Amp bias-tests scoring and applies it consistently. Amp regularly tests candidate scoring for bias across demographic groups (by race and sex) and uses the same job-related scoring for every candidate — evidence you can use for non-discrimination and to inform the CSE's review. Amp's bias test covers race and sex; other protected grounds remain your own assessment.
- Documentation of the assessment method. Amp provides a tamper-evident package documenting how the screening tool assesses candidates, which you can use to inform candidates of the methods used and to inform and consult the CSE.
Primary sources
Code du travail — official consolidated text, Légifrance