AI for HR & Recruiting
HR is where AI's usefulness and its risk sit closest together: the tool that drafts a job description in a minute can also rank candidates by a pattern nobody intended. This course teaches the drafting, summarizing, and organizing AI does well in HR, under one rule: inform, never decide. You'll learn to protect employee data, check for bias, screen and interview fairly, and answer policy questions with citations. You'll finish ready to use AI across a full hiring cycle while every decision about a person stays with a person.
Course details
Duration
1h 11m 01s
Lectures
15
Video
1.25 hours
Quizzes
1
Level
Beginner
Course Description
AI can draft, summarize, and organize most of HR's paperwork, but decisions about people need a person who can explain them. This course pairs each AI technique with the safeguard HR work requires, so you move faster on drafting without cutting corners on deciding.
What you'll learn
- The inform-never-decide rule and the HR tasks that stay fully human
- Four tiers of employee data, aggregation with small-cell suppression, and approved tools
- Where bias enters and the checks that catch it, from swap tests to outcome monitoring
- Meaningful human review, questions for Legal, and plain-language notice to candidates
- Inclusive job descriptions, criteria-only screening, anchored interview rubrics, and human-sent messages
- Policy drafting, cited policy answers, performance preparation, and anonymous survey analysis
Who it's for
HR generalists and business partners, recruiters, HR operations and people analytics staff, and hiring managers who use AI with candidate or employee information.
15 short video lessons in three modules: The Rules Before the Tools; Recruiting; and Employee Experience and Operations.
Educational only, not legal or HR compliance advice; your employer's policies and applicable law govern.
Module 1: The Rules Before the Tools
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1.1 Where AI Fits in HR — and Where It Doesn'tThe map, the inform-never-decide rule, and the tasks that stay fully human.
In this lesson:
- Name where AI works in an HR week
- State the inform-never-decide rule and apply it to any HR task
- Identify the tasks that stay fully human
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1.2 Employee Data Is Different
Pay, health, performance, complaints — aggregation, anonymization, approval, and approved tools.
In this lesson:
- Classify employee data by sensitivity before any AI use
- Aggregate and anonymize so no individual is identifiable in a prompt
- Apply approval and approved-tools rules to HR data
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1.3 Bias in AI-Assisted HR
Where tilt comes from, how it shows in screening and language, and the checks that catch it.
In this lesson:
- Explain where bias enters AI-assisted HR work
- Recognize biased outputs in screening summaries and drafted language
- Run the checks that catch bias before it affects a person
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1.4 Regulation and Automated Decisions
The principle — a human reviews any AI-influenced decision about a person — and what to ask Legal.
In this lesson:
- State the human-review principle that underlies employment AI regulation
- Identify which HR uses of AI are likely regulated in your jurisdiction
- Bring the right questions to Legal before deploying an HR AI use
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1.5 Transparency With Employees and Candidates
What to disclose about AI use, when, and how.
In this lesson:
- Decide what AI use to disclose to candidates and employees
- Time and word the disclosure so it's understood
- Handle questions and objections about AI use
Module 2: Recruiting
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2.1 Job Descriptions That Attract and Don't Exclude
Drafting from a role brief, the inclusive-language pass, and the requirements audit.
In this lesson:
- Draft a job description from a role brief rather than from an old posting
- Run the inclusive-language pass on every draft
- Audit requirements so they describe the job, not a proxy for a person
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2.2 Screening Support, Not Screening Decisions
Summarizing applications against stated criteria, reviewing the whole set, and explaining every outcome.
In this lesson:
- Use the assistant to summarize applications against written criteria only
- Review every application, not just the tool's top picks
- Document a human-explainable reason for every screening outcome
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2.3 Interview Preparation
Structured question banks, consistent scoring rubrics, and notes that record what, not impressions.
In this lesson:
- Build structured interview question banks tied to criteria
- Create scoring rubrics that make interviews consistent
- Take interview notes that record evidence, not impressions
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2.4 Candidate Communication
Updates, rejections, offers — drafted with care, sent by a person, never automated for bad news.
In this lesson:
- Draft candidate communications that are timely, clear, and humane
- Keep every rejection and offer reviewed and sent by a person
- Verify every detail in an offer before it goes out
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2.5 Onboarding Materials
Checklists, welcome guides, and role plans from templates — consistent, current, accurate.
In this lesson:
- Generate onboarding materials from templates and the role brief
- Keep onboarding content current with the policies and systems it references
- Verify every fact a new hire will rely on
Module 3: Employee Experience and Operations
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3.1 Policy Drafting and Plain-Language Communication
Must/should/may, edge cases, the read-aloud test, and legal review.
In this lesson:
- Draft policies with clear obligation language and covered edge cases
- Translate policies into plain-language communications employees understand
- Route every policy through legal review before publication
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3.2 Answering Employee Questions
Retrieval over the policy library, version and date checks, and when to escalate.
In this lesson:
- Answer routine employee questions from the policy library with retrieval
- Verify version and date before any policy answer goes out
- Escalate the questions that aren't routine
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3.3 Performance and Development — What AI May Not Do
Facts and questions from the tool; conversations, feedback, and records from people.
In this lesson:
- Use the assistant only for preparation in performance and development
- Keep assessments, feedback, and records authored by the people responsible
- Support development planning without profiling employees
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3.4 Engagement and Survey Analysis
Themes from anonymized input, group-level only, and what not to infer about individuals.
In this lesson:
- Synthesize survey and feedback themes with the assistant at group level
- Protect respondent anonymity through minimum group sizes and quote handling
- Refuse any analysis that identifies or infers about individuals
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3.5 The AI-Enabled HR Professional
Draft, support, check for bias, protect, decide as a person — the checklist and your next hire; the finale.
In this lesson:
- Recall the five-part practice of the AI-enabled HR professional
- Apply the course checklist to a live hiring cycle
- Complete AI for HR & Recruiting
AI for HR & Recruiting — Final Exam
Learn at your own pace
Study the materials at your convenience, you can always return to them to repeat
Certificate of completion
Complete every lesson and pass the final exam to earn a RiseCert certificate of completion you can download and share.
Your Name
AI for HR & Recruiting
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CERTIFICATE
For demonstrated knowledge and successful completion of all course requirements for:
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Got Questions? We've Got Answers!
Answers to the most common questions about this course.
What is the AI for HR & Recruiting course?
AI for HR & Recruiting is a RiseCert online course on using AI for the drafting, summarizing, and organizing work of HR and recruiting while keeping every decision about a person with a person. It covers employee data, bias checks, regulation, job descriptions, screening, interviews, onboarding, policies, performance, and surveys across 15 video lessons and a final exam.
Who should take an AI course for HR and recruiting?
HR generalists and business partners, recruiters and talent acquisition teams, HR operations and people analytics staff, and hiring managers who use or are about to use AI tools in their work. It also suits HR leaders setting the rules for how their teams use AI with candidate and employee data.
Do I need technical or AI experience to take this course?
No. AI for HR & Recruiting is written for HR and recruiting professionals, not technologists, and requires no coding. Each idea is taught through everyday HR work, such as a job description, a pile of 300 applications, a policy question, or an engagement survey. If you work in or alongside HR, you have the background you need.
What will I be able to do after completing the course?
You'll be able to draft inclusive job descriptions from a role brief, produce criteria-only screening summaries, build question banks and anchored interview rubrics, and send candidate messages safely. You'll also be able to classify employee data before any AI use, run bias checks, answer policy questions with citations, and analyze surveys without identifying anyone.
What does inform, never decide mean for AI in HR?
It is the one rule the course builds on: AI may inform a decision about a person by summarizing, listing criteria met, drafting questions, or surfacing policy, but it may never make the decision. Who is interviewed, hired, rated, paid, promoted, disciplined, or let go stays with a person who can explain why without citing the tool.
Can AI be used to screen job applicants fairly?
AI for HR & Recruiting teaches a supporting role only. The assistant summarizes each application against the written criteria, quoting evidence or writing NO EVIDENCE, with no score, rank, or recommendation. The recruiter reads every summary, checks the application wherever evidence is missing, and records a criteria-based reason for every outcome.
How does bias get into AI-assisted hiring, and how do you check for it?
The course names three sources: the model, your inputs such as past job descriptions and hires, and your prompt. It teaches four checks: an inclusive-language pass on every draft, criteria-only screening summaries, a monthly swap test that changes names, pronouns, and schools, and outcome monitoring of who advances at each stage by group.
Is it legal to use AI in hiring and employment decisions?
It depends on where candidates and employees are, and rules differ and change. The course teaches the principle beneath most of them: no solely automated decisions with significant effect, and meaningful, documented human review. It lists the uses most likely to be regulated and the questions to bring to Legal before any HR AI use goes live.
Should candidates and employees be told when AI is used on them?
Yes, whenever the use touches a person's outcome. The course teaches plain-language notice in the application flow, before the use, saying what the tool does, what it doesn't do, what data it uses, and the person's rights, such as asking how they were reviewed or requesting human reconsideration. A footer link isn't notice.
Which HR data should never go into an AI tool?
The course sorts employee data into four tiers. Health, disability, pregnancy, religion, ethnicity, sexual orientation, union membership, and immigration status never go in a prompt. Pay, ratings, discipline, grievances, investigations, and exit reasons are used only aggregated or anonymized, with recorded approval, in tools approved for HR data.
Which AI tools does the course teach?
The course is vendor-neutral and doesn't require or endorse any specific product. It teaches practices that work with any approved assistant or HRIS and ATS feature, along with the tests a tool must meet before HR data enters it: contracted for HR data, no training on inputs, defined retention, deletion on request, and access logging.
How is this course different from a general AI productivity course?
General AI courses teach prompting for everyday tasks. AI for HR & Recruiting focuses on the place where AI's usefulness and its risk sit closest together: decisions about people. It pairs each drafting and summarizing technique with the HR-specific safeguard it needs, from data tiers and bias checks to disclosure, human review, and survey anonymity.
How long is the AI for HR & Recruiting course?
The course has about 1 hour 15 minutes of video across 15 lessons, plus a final exam. Lessons run about five minutes each and are organized into three modules: The Rules Before the Tools; Recruiting; and Employee Experience and Operations. Many learners finish in two or three sittings.
Is the course online and self-paced?
Yes. AI for HR & Recruiting is 100% online and self-paced, and your access does not expire. You can start, pause, and resume at any time on a computer, tablet, or phone with a modern web browser. There's nothing to install.
Is there a final exam?
Yes. The course ends with a 30-question multiple-choice final exam covering all three modules. You need a score of 80% or higher (24 of 30) to pass, and you can retake the exam as many times as you need. Finish all 15 lessons and pass the exam to complete the course.
Will I receive a certificate when I finish?
Yes. After you complete all 15 lessons and pass the final exam, you can download a RiseCert certificate of completion for AI for HR & Recruiting. It is a course completion certificate, not a license, a professional certification, or a continuing education (CE) certificate.
Does the course count toward HR recertification or continuing education credit?
No. AI for HR & Recruiting is not currently approved or accredited for continuing education (CE, CPE, or CEU) credit or recertification credit by any state, licensing body, or professional association. If you need credit hours, take a course approved by the body that governs your credential.
Is this course legal or HR compliance advice?
No. The course is educational and is not legal, HR compliance, or employment advice. Employment AI rules differ by jurisdiction and change often, so your employer's AI and HR policies, your legal and privacy teams, and applicable law govern specific decisions about candidates, employees, and data.
How much does the course cost, and can I enroll my HR team?
The course costs $99 per learner as a one-time purchase, with no subscription or recurring fees. To enroll an HR team, a recruiting function, or a group of hiring managers, contact RiseCert through the Contact Us page at risecert.org.
Can I get a refund?
No. All sales are final and no refunds are issued, as stated in the RiseCert Terms of Use. Please review the course description, lesson list, and these FAQs before purchasing, and contact RiseCert with any questions first.