AI is now part of hiring at many organizations, often built into applicant tracking systems and vendor tools without anyone deciding to adopt it. Since January 1, 2026, Ontario employers must disclose in public job postings when AI is used to screen, assess or select applicants. Disclosure is only the starting point. This session helps HR professionals go further: understand what AI is in their process, evaluate it critically, and use it in ways that are fair, explainable and easy to defend to candidates, leaders and regulators.
This 90-minute educational session, including Q&A, has four practical parts:
Ontario’s disclosure rule in practice. What counts as AI, how to inventory your tools, and how to write clear disclosure language for job postings.
Evaluating AI screening tools. Five questions to ask any vendor, and what credible evidence of fairness and explainability looks like.
Why structure matters. How structured interviewing reduces bias and improves candidate experience, with or without AI.
People and AI, each in the right place. A working model for when to apply AI for consistency and scale, and when human judgement and accountability must lead.
Attendees will leave with: a clear reading of the new requirement, a ready-to-use vendor question set, and a practical framework for responsible AI in their own hiring process.
Learning Objectives
AI is now part of hiring at many organizations, often built into applicant tracking systems and vendor tools without analytical skills HR professionals can apply right away. It sits mainly in talent acquisition, where AI is most often used to screen, assess and select applicants, and connects to compliance, HR technology, EDI, employer brand and governance.
Legal and regulatory knowledge. Attendees will learn what Ontario’s AI-disclosure requirement for job postings means in practice: what counts as AI, how to audit current hiring tools, and how to write clear, compliant disclosure language. This supports HR’s broader human rights obligation to hire without discrimination.
Critical evaluation of HR technology. Many HR teams buy or inherit AI tools inside applicant tracking systems and assessment platforms without a way to assess them. Attendees will leave with five questions for any vendor and a clear sense of what credible evidence of fairness, bias testing and explainability looks like, strengthening their role as informed advisors in procurement.
Evidence-based, inclusive hiring. The session explains why structured interviewing, where every candidate gets the same job-related questions, reduces bias and improves candidate experience, with or without AI. Attendees will also learn how to check whether a tool treats all candidate groups fairly. Transparent, consistent hiring builds trust with applicants and strengthens employer brand.
Ethical judgement and governance. Attendees will gain a framework for deciding where AI adds consistency and scale, and where human judgement and accountability must lead. This helps them advise leaders and design hiring processes they can explain and defend to candidates, leaders and regulators.
Overall, attendees will move from reacting to AI in hiring to leading its responsible use in their organizations.
AGENDA
Noon to 1:30 PM Presentation
Registration Difficulties or Questions: Please reach out to our Specialist Member Engagement Bobbi-Lyn at BLSmith@hrpa.ca