AI Course for Human Resources
AI course for Human Resources: hands-on training so your HR team uses AI to screen CVs, write job ads and prepare onboarding, with personal data protected. Tailored programmes, online or on site, fundable through FUNDAE depending on available credit and requirements.
Registered training provider · Code 9900033425 · FUNDAE organising entityThe training at a glance
- Duration
- Tailored
- Format
- Online or in-person
- For
- HR and People departments
- Languages
- CA · ES · EN · FR
- Price
- Tailored quote
AI in HR: more time for people, less for paperwork
A standard recruitment process generates dozens of CVs, coordination emails, interview templates, job offer drafts and onboarding documents. All of that can be streamlined with AI. Not to automate hiring decisions, but so the HR team arrives at interviews having already done the screening work, with well-written offers and onboarding prepared before the new employee walks in the door.
We work through the department's concrete use cases: how to summarise applications without losing relevant nuance, how to write offers that attract the right profile, how to generate onboarding plans tailored to the role, and how to analyse engagement surveys without needing a data analyst. And also what not to delegate to AI: final hiring decisions, difficult conversations and any process where candidate data is at stake.
Before and after: the same task, a well-made request
A real task for this team: the request almost everyone writes and the one we teach you to write. The marked parts are what change the result.
The task: The job ad for an administration post.
Write a job ad for an admin assistant.
Write a job ad for [role] based on these requirements1: [paste them]. Use inclusive language2 and separate the essential requirements from the desirable ones3. Say how and by when people can apply. Include no personal data4 and do not use this chat to assess applications5.
- 1You set the requirements: the AI only writes them up.
- 2An inclusive ad reaches more people and avoids bias.
- 3Separating them avoids ruling people out over a secondary requirement.
- 4No names, CVs or staff data in the tool.
- 5Using AI to filter or assess applications is high-risk under Annex III, point 4, of Regulation (EU) 2024/1689.
What changes
A clear, inclusive job ad in a few minutes. Choosing candidates is still people's work.
Illustrative example. In square brackets, what your team would fill in.
Why AI changes the day-to-day in HR
CV screening: no bias, no wasted hours
Reviewing 80 CVs for a customer support vacancy takes an entire morning. With well-designed prompts, AI extracts the relevant criteria from each application in seconds. What takes time is the decision on who moves forward, which remains yours. The real saving: 2 to 5 hours per recruitment process.
Job offers that attract the right profile
A generic offer attracts generic applications. AI helps write clear, inclusive job descriptions adapted to the company's tone, flagging language that may bias the profile who applies. The draft is ready in minutes; the team refines it with their own judgement.
Documented onboarding without reinventing the wheel
Preparing the welcome pack, the first-30-day plan and the new employee FAQ is repetitive work that changes little between hires. AI generates the draft from a base template and the role data. The team reviews, personalises and approves.
Engagement surveys actually analysed
Engagement surveys produce qualitative data that is hard to process manually. AI identifies patterns, groups responses by theme and highlights the areas of greatest tension. It does not interpret for you, but it organises the information so that reading it is useful rather than overwhelming.
How we run the training
- 01
HR workflow diagnosis
Before we start, we review the department's real processes: recruitment, onboarding, internal training, communication and performance review. We identify where AI adds the most value and where there are risks to manage.
- 02
Practical sessions with real cases
We work with the team's actual job offers, existing templates and sector examples. Every exercise produces something usable the next day, not demos with fictional data.
- 03
Risk and GDPR protocol
A dedicated module on which candidate data cannot be processed with public AI tools, how to configure tools with enhanced privacy and which decisions must never be delegated to an automated system.
- 04
Usage guide and internal policy
At the end, the team has an AI usage guide for HR covering approved use cases, clear limits and the human review protocol, so every member of the department uses the tools in the same way.
Looking for AI training for the whole company, not just HR?See AI course for businesses
HR training eligible for funding (in full or in part, subject to available credit and applicable requirements), we prepare the paperwork
IAescola is a registered training provider (code 9900033425) and a FUNDAE organising entity. We handle the notifications and prepare the documentation; your company keeps the obligations that apply to it as the beneficiary company.
- 01Registration of the training action and start notification of the group to FUNDAE within the deadlines.
- 02Execution documentation: attendance, assessment and certificates of achievement or attendance.
- 03Final supporting documentation so your company can apply the rebate to its Social Security contributions.
Who delivers the training?
Specialist in digital transformation with applied AI. More than 30 years teaching, 15 of them as a secondary-school teacher; before focusing on AI he ran a digital marketing agency. Trains professionals, teams and educational centres online across Spain and in-person in Catalonia. Multilingual: Catalan, Spanish, English, French.
Julien BelletFounder and lead trainer · IAescola
- 30+ years
- teaching
- Registered provider
- No. 9900033425
- CA · ES · EN · FR
- sessions in four languages
Frequently asked questions
Can AI make hiring decisions for me?
No, and it should not. AI is useful for organising information, summarising applications or generating assessment drafts, but the decision to hire or not hire a person requires human judgement. In addition, the EU AI Act classifies AI systems for personnel selection as high-risk, which implies obligations around human oversight, transparency and documentation. In the training we address exactly where to draw the line.
How is GDPR managed when using AI with candidate data?
CVs and candidates' personal data are particularly sensitive. The general rule: do not upload identifiable applications to public AI tools without consent. In the training we cover how to anonymise data before processing it, which tools have terms of use compatible with GDPR, and how to document processing to comply with the accountability principle.
What specific use cases are covered in the training?
The most requested: summarising and classifying CVs by defined criteria, writing inclusive job offers, generating competency-based interview questions, drafting onboarding plans by role, thematic analysis of engagement survey responses and writing internal communications. We adapt them to the sector and company size of each group.
Does the HR team need technical knowledge to get value from the training?
No. The training is designed for HR professionals with no prior technical background. We work with accessible tools (ChatGPT, Claude, Notion AI) and focus on usage judgement, not programming. If you have used ChatGPT even occasionally, you already have enough of a foundation.
How long does the course last and how is it structured?
There are several formats depending on the department's needs: a short introduction to discover possibilities, an applied programme in several sessions working on real team cases, and a full programme with follow-up for departments that want to embed AI in all their processes. Duration and calendar are set with you after the free diagnostic call.
Is the training only for the HR department or can it include managers?
It can include both. The most effective programmes combine the HR team with the managers involved in recruitment and onboarding, since they define profiles and participate in interviews. We adapt the content to the profile of each group within the same session.
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Tell us what your department needs
No commitment. We explain what AI can and cannot do for your HR team, with concrete examples from your sector.
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