Candidate AI Transparency Notice
Last update
Privacy Policy page was last updated on 04.06.2026
Din Bemannings Partner AS (“DB Partner”, “we”, “us” or “our”) uses digital systems and, in some situations, AI-assisted tools to support recruitment, candidate administration, communication and internal workflows.
This notice explains how AI-assisted tools may be used in relation to candidates and applicants, and what safeguards apply.
1. Our commitment
DB Partner is committed to fair, transparent and responsible recruitment.
AI-assisted tools may help us work more efficiently, but they do not replace human judgement. DB Partner does not use AI to make final hiring, rejection, pay, disciplinary, legal or employment decisions about candidates.
Recruitment decisions are reviewed and made by people.
2. Where AI-assisted tools may be used
DB Partner may use approved AI-assisted tools to support activities such as:
- drafting or improving job advertisements;
- translating or improving candidate communication;
- summarising candidate-related information for internal review;
- preparing interview questions or recruitment notes;
- organising recruitment workflows;
- supporting internal administration;
- improving clarity, language and structure in documents;
- helping staff respond to general candidate questions.
AI may also be used inside or alongside systems such as recruitment platforms, staffing systems, Microsoft 365 tools, internal DB Partner tools or approved third-party services.
3. What AI is not used for
DB Partner does not use AI-assisted tools to make final decisions about:
- whether a candidate is hired or rejected;
- salary or pay level;
- employment terms;
- disciplinary matters;
- legal rights;
- immigration or right-to-work decisions;
- medical or health assessments;
- whether a person is suitable for work without human review.
AI output must be reviewed by DB Partner staff before it is relied on in any meaningful recruitment or employment-related process.
4. Candidate data that may be processed
Depending on the recruitment process, DB Partner may process information such as:
- name and contact details;
- CV, application, work experience and qualifications;
- language skills and availability;
- interview notes and recruitment communication;
- documents needed for onboarding or right-to-work checks;
- recruitment status and application history;
- technical metadata from recruitment systems or websites.
We only process candidate data where there is a lawful basis and a relevant recruitment or staffing purpose.
5. Human review and fairness
DB Partner staff remain responsible for recruitment decisions and candidate follow-up.
AI-assisted suggestions, summaries or drafts must be checked for accuracy, relevance and fairness. If AI output appears incorrect, incomplete, biased or unsuitable, it must not be used without correction or human review.
Candidates may contact DB Partner if they have questions about how their information has been used.
6. Recruitment platforms and systems
DB Partner may use recruitment and staffing systems such as Recruitee, RecMan, Microsoft 365 and other approved tools to manage candidate and applicant information.
Some systems may include built-in automation or AI-assisted functions. Where such functions are used, DB Partner remains responsible for ensuring that candidate data is handled lawfully, securely and fairly.
7. Future candidate or employee guidance assistant
DB Partner may develop or use an AI-assisted guidance assistant to answer general candidate or employee questions.
For candidates, such an assistant may provide general information about:
- available positions;
- recruitment steps;
- working in Norway;
- general salary frameworks where publicly regulated or commonly applicable;
- documents that may be needed;
- who to contact at DB Partner;
- general onboarding guidance.
The assistant must not make hiring decisions, provide individual legal advice, process sensitive internal records, or replace DB Partner staff where human follow-up is required.
If the assistant uses system data to verify whether a person is a candidate, employee or unknown user, this must be limited, read-only and proportionate.
8. Data protection and security
DB Partner applies data protection and information security measures when using digital and AI-assisted tools.
This includes:
- limiting access to candidate data;
- using approved systems and service providers;
- avoiding unnecessary personal data in AI prompts;
- human review of AI-assisted output;
- data processing agreements where required;
- secure storage of recruitment records;
- deletion or retention according to applicable routines.
Candidates should not submit unnecessary sensitive information unless requested by DB Partner for a lawful and relevant purpose.
9. Your rights
Depending on the situation, candidates may have rights under GDPR and Norwegian data protection law, including the right to request access, correction, deletion, restriction, objection or information about processing.
More information is available in DB Partner’s Privacy Policy and GDPR & Data Protection Policy.
10. Human review and fairness
DB Partner monitors relevant requirements under the EU AI Act and applies a risk-based approach to AI-assisted recruitment support. AI-assisted tools may support recruitment administration, drafting, communication and summaries, but they are not used to make final recruitment or employment decisions without human review.
11. Contact:
If you have questions about AI-assisted tools, recruitment transparency, privacy or your candidate data, you can contact us at:
Din Bemannings Partner AS
Falkenborgvegen 9
7044 Trondheim
Norway
Email: compliance@db-partner.no
General contact: info@db-partner.no