{"id":28676,"date":"2026-03-24T14:18:20","date_gmt":"2026-03-24T14:18:20","guid":{"rendered":"https:\/\/thelegalcompany.nl\/?p=28676"},"modified":"2026-09-01T14:19:36","modified_gmt":"2026-09-01T14:19:36","slug":"key-privacy-focus-areas-for-2026-the-use-of-ai-in-recruitment-and-selection","status":"publish","type":"post","link":"https:\/\/thelegalcompany.nl\/en\/key-privacy-focus-areas-for-2026-the-use-of-ai-in-recruitment-and-selection\/","title":{"rendered":"Key privacy focus areas for 2026 & the use of AI in recruitment and selection"},"content":{"rendered":"

The Dutch Data Protection Authority (Autoriteit Persoonsgegevens, AP) \u2013 the Dutch supervisory authority for the General Data Protection Regulation (GDPR) \u2013 has sent a clear signal for 2026. Where supervision used to be mainly reactive, responding to individual data breaches or complaints, the focus is now shifting towards structural risks such as concentrations of power, mass surveillance, AI use and digital dependency. In this blog, I briefly discuss what these three AP priorities for 2026-2028 involve, and place them in the broader context of recruitment and selection, AI and the renewed NVP Recruitment Code.<\/p>\n

Three spearheads of the AP for 2026<\/strong><\/h4>\n

In its 2026 annual plan, the AP explicitly opts for a risk-driven approach, focusing on large-scale systems and organisations with major societal impact. Three themes are central: mass surveillance, AI and digital resilience. The privacy regulator emphasises that it deploys its limited capacity where technology structurally interferes with freedom, fundamental rights and power relationships. In doing so, the AP applies values such as non-discrimination, autonomy and transparency of power as criteria when selecting supervisory cases. For organisations, this means that technical choices, such as tracking and AI tools, are increasingly assessed on their impact on fundamental rights, not only on compliance details.<\/p>\n

Mass surveillance: tracking is more than marketing<\/strong><\/h4>\n

Mass surveillance is one of the AP’s most prominent priorities for the 2026-2028 period. The regulator explicitly looks beyond cameras and criminal investigation, and also counts online tracking and profiling as forms of surveillance.<\/p>\n

The standard is that people should be able to move freely, both offline and online, without being continuously followed or monitored. Cookie and tracking practices are therefore no longer seen solely as marketing tools, but as part of broader supervision of mass surveillance.1<\/p>\n

Organisations that make intensive use of third-party tracking, advertising networks or extensive profiling would be wise to critically reassess their legal basis for processing, transparency and proportionality.<\/p>\n

AI as the second pillar: safeguard in advance, don’t fight fires afterwards<\/strong><\/h4>\n

AI forms the second pillar of the AP’s 2026 annual plan. The AP observes that AI systems are increasingly influencing decisions on matters such as selection, assessment and risk profiling, with concrete risks of discrimination, disinformation and loss of autonomy.<\/p>\n

The AP emphasises that intervening after the fact with AI systems is often difficult or even impossible once personal data has already been processed on a large scale. The regulator is therefore opting for a preventive approach: clear frameworks set in advance, with an emphasis on transparency, explainability and preventing structural bias.<\/p>\n

This line aligns with the European AI Act, under which AI applications in HR and recruitment are often classified as high-risk. AI governance is therefore no longer a matter for the future, but a direct administrative-law and civil-law concern.<\/p>\n

Digital resilience: privacy and security converging<\/strong><\/h4>\n

Digital resilience is the third priority in the AP’s 2026 annual plan. Citizens and organisations are becoming ever more dependent on digital services and infrastructure. As a result, the impact of incidents, data breaches and misuse of personal data is also increasing. Think, for example, of the large-scale hack (and data breach at Odido), in which the data of former Odido customers had wrongly not been deleted from the systems. This resulted in even more victims of the data breach. The AP is therefore focusing on raising awareness around (cyber)security and digital dependencies, including dependencies on third countries for digital services. For organisations, this means that digital resilience goes beyond technical security measures. Contract management, chain-wide agreements and reliable data flows are also part of it. In practice, privacy and information security are therefore increasingly converging into a single integrated governance domain, in which directors must demonstrate that they are managing structural risks.<\/p>\n

NVP Recruitment Code, pay transparency and AI in recruitment<\/strong><\/h4>\n

In addition to the AP priorities, the NVP Recruitment Code<\/a> was updated in September 2025. The NVP is an independent professional association of HR professionals. This code can help organisations as a guideline for a fair and transparent recruitment and selection process, precisely because specific legislation on recruitment and selection is lacking. The new version contains clear principles, makes salary transparency the norm (anticipating the EU Pay Transparency Directive) and tightens the rules for AI use in recruitment. Regarding AI use, my advice is to carry out a DPIA before using an AI tool in recruitment, and to always inform candidates about the use of AI. The privacy rules in the Recruitment Code have also been updated, including around retention periods for application data and asking about previous salaries.<\/p>\n

This creates an interesting tension, but also an opportunity. Organisations that already use AI in recruitment and selection must not only take into account the AP’s focus on AI use (and non-discrimination). They would also be wise to align themselves with the standards of conduct in the NVP Recruitment Code and the forthcoming pay transparency legislation<\/a>.<\/p>\n

Conclusion<\/strong><\/h4>\n

In 2026, the AP is clearly setting the tone: organisations that process personal data on a large scale, use AI, or depend on digital chains must demonstrate that they have their affairs properly in order. For SMEs, this is no reason for panic, but it is a clear signal to critically review policies, processes and contracts.<\/p>\n

The renewed NVP Recruitment Code also makes clear that recruitment and selection are under the microscope too. Anyone who takes action on this now reduces legal risks and increases the (digital) resilience of the organisation.<\/p>\n

Would you like to spar with us, or have your recruitment process, privacy policy or AI use legally checked? The corporate lawyers of The Legal Company are happy to think along with you and translate the rules into concrete, practical solutions for your business. Please feel free to contact us via <\/em>info@thelegalcompany.nl<\/em><\/a> or call <\/em>020-3450152.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

In 2026 the Dutch Data Protection Authority (AP) is focusing on mass surveillance, AI and digital resilience, meaning organisations with large-scale data processing and AI applications must demonstrate they adequately safeguard fundamental rights and security. In the context of recruitment and selection, this means that AI use and application data must align with the AP’s guidelines, the renewed NVP Recruitment Code, and upcoming pay transparency rules.<\/p>\n","protected":false},"author":2,"featured_media":25648,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"page_builder":"","iawp_total_views":3,"footnotes":"","_et_pb_custom_css":""},"categories":[161,30],"tags":[],"class_list":["post-28676","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ai","category-privacyrecht"],"acf":[],"_et_pb_custom_css":"","yoast_head":"\nKey privacy focus areas for 2026 & the use of AI in recruitment and selection - The Legal Company<\/title>\n<meta name=\"description\" content=\"Ontdek de belangrijkste privacy\u2011aandachtspunten in 2026: massasurveillance, AI in de werving en selectie, en digitale weerbaarheid, en hoe de AP\u2011prioriteiten en de vernieuwde NVP Sollicitatiecode uw recruitmentpraktijk be\u00efnvloeden.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/thelegalcompany.nl\/en\/key-privacy-focus-areas-for-2026-the-use-of-ai-in-recruitment-and-selection\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Key privacy focus areas for 2026 & the use of AI in recruitment and selection - 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