In short
HR is a department rich in documents and repetition and poor in time. It is at the same time the department where AI legislation is strictest, because the decisions involved affect people directly.
We treat those two sides separately below, because together they determine what is sensible to build.
Personnel data and privacy
HR data is among the most sensitive a company holds. For every application we set out in advance which data is processed, where, how long it is kept and who can reach it. A knowledge base that accidentally exposes personnel files is an incident you do not want to start with.
INTERNAL KNOWLEDGE AND ONBOARDING
This is the safest and often the most useful application. A new colleague has dozens of small questions in the first weeks, and every question interrupts someone else.
- An assistant that answers from your own procedures, with a reference to the document. More on that.
- An onboarding path that guides the new colleague step by step through the first weeks.
- An assistant that explains how an internal procedure runs, instead of a forty-page PDF.
- Monitoring of certificates, qualifications and training with their expiry dates.
THE EVERYDAY QUESTIONS
A large part of HR work in an SME consists of short questions that keep coming back. How much leave do I have left, when is the bonus paid, what do I do when I am ill.
An assistant connected to your HR package answers those directly, within the rights of whoever is asking. Anyone checking their own balance sees their own balance and nobody else's.
- Leave balance and requests, connected to your existing package
- Explanations of payslips and bonuses, from your own documents
- The right procedure for illness, accident or working-time arrangements
RECRUITMENT AND SELECTION
AI is useful here, but within clear limits. What works well is summarising and structuring: putting a CV next to the job profile, pulling out the relevant experience and presenting all candidates in the same shape.
What does not work, and what we do not build, is a system that rejects candidates without a person having looked. That is a bad idea legally as well as practically.
So in HR we deliberately build supporting functions and not deciding ones. Your recruiter decides, the AI prepares. More on AI, GDPR and the AI Act.
GOOD TO KNOW
Under the European AI Act, systems used for recruitment, selection, evaluation, task allocation and decisions on promotion or dismissal fall into the high-risk category.
The obligations for that category were pushed back by the Digital Omnibus to 2 December 2027 for stand-alone systems. That is a postponement, not a cancellation.
What already applies still applies in full: the transparency rules, the prohibited practices, and the duty to ensure your people are sufficiently AI-literate.
YEARS OF .NET EXPERIENCE
PROJECTS DELIVERED
SUCCESSFUL ERP INTEGRATIONS
IN-HOUSE SPECIALISTS
What that means in practice
The AI does not rank. It summarises and structures. The order is set by your recruiter.
No automatic rejection. Every candidate who does not go through has been seen by a person.
Demonstrable. We record what the AI supplied and what the person decided.
Explainable. A candidate who asks how their application was handled must be able to get an answer.
Where we would begin
At most companies the internal knowledge base is the best first step. It delivers immediately, it touches no sensitive decisions, and it lets your team get used to this way of working. Recruitment comes after that, with the necessary safeguards. See how such a project runs.
Why companies choose IDcreation
- The Belgian Defence has been our largest client for over ten years. What meets those security requirements will hold up with you.
- No standard package you have to bend to, but software that follows the way you work.
- Our own hosting in Belgium, with monitoring, backups and a single point of contact.
- Since 1996 we have built in Microsoft technology. One strong foundation makes us fast and thorough.
