GDPR notes
AI CV analysis in recruitment: what Merqent does and does not do.
This is product information, not legal advice. The goal is to clarify how Merqent uses CV data for better interview questions without making automated hiring decisions.
1. CV analysis as question preparation
Merqent uses CV text to personalize interview questions that are relevant to the role. The analysis summarizes experience, extracts skills and creates follow-up prompts. The system is not meant to automatically reject or rank candidates on its own.
2. Human review stays mandatory
AI outputs in Merqent are advisory. Recruiters see the reasoning and must decide themselves whether a candidate moves forward. This reduces automation bias and avoids decisions with major impact being made solely on automated processing.
3. Do not use protected characteristics
CVs sometimes contain irrelevant or sensitive information such as photo, age, nationality, health or family circumstances. Merqent instructs the AI to ignore such data and only use job-relevant claims that can be verified in the interview.
4. Retention and deletion
Candidate data should not remain longer than needed for the recruiting purpose. Merqent supports deletion requests and limits CV use to the context it was provided for: interview preparation and recruiter review.
5. When is extra governance needed?
As soon as AI analyzes, filters, evaluates or influences applicants in a recruitment process, you need to consider GDPR accountability, DPIA risks and the EU AI Act classification for recruitment and selection. Organizations should be able to explain what the system does, which data is processed and how human control works.