You can, but recruitment and performance are among the most exposed uses there are. The AI Act places systems used in hiring, promotion and performance evaluation in the high-risk class, which brings obligations of transparency, record-keeping and human oversight. In Türkiye the same process runs into the Personal Data Protection Law (No. 6698): candidates have to be given an information notice, and the law gives a data subject rights against a decision produced by automated processing, including the right to object to it.
There is a third layer that is easy to miss. The equal-treatment principle in the Labour Law (No. 4857) means the model itself has to be tested for discriminatory outcomes — a system that quietly filters out a protected group is a breach whatever its accuracy figures say. The defensible design is consistent: let the tool support a human decision rather than take it, document the reasoning behind each decision, keep the records the AI Act expects, and give candidates a route to object that a person actually reviews.
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