# Recruiting – Personaloptimierer

> Applicant tracking, job ads, AI screening and its legal limits.

- [Applicant Tracking System for Small Business: What to Buy](https://personaloptimierer.de/en/recruiting/applicant-tracking-system-small-business/): For a small business, an applicant tracking system should collect every application in one place, post jobs to several boards at once, send templated emails and delete old candidate data automatically. Pricing ranges from per-job plans around €17 a month to flat plans near $300 a month. Choose by how many roles are open at once.
- [AI in Recruitment: Where It Helps and Where It Bites](https://personaloptimierer.de/en/recruiting/ai-in-recruitment/): AI in recruitment works best on text and logistics: drafting job ads, answering candidate questions, scheduling interviews and summarising CVs. Once a tool scores, ranks or rejects people, legal exposure jumps. NYC requires bias audits, GDPR Article 22 restricts fully automated rejections, and the EU AI Act treats screening tools as high-risk from December 2027.
- [How to Write a Job Ad: Structure, Bias Traps, Pay Ranges](https://personaloptimierer.de/en/recruiting/how-to-write-a-job-ad/): Write a job ad in this order: a searchable job title, location and working pattern, three to six concrete tasks, genuine must-have requirements, the pay range and benefits, and a simple way to apply. Leave out wording tied to age, sex, ethnicity, religion or disability. Several US states and the EU require pay information up front.
- [Candidate Rejection Email: Templates That Hold Up Legally](https://personaloptimierer.de/en/recruiting/candidate-rejection-email/): A good candidate rejection email is short, arrives promptly and gives no reason linked to age, sex, race, religion, disability or family situation. Thank the person, say clearly that you are not moving forward and explain how long you keep their data. After an interview, a short call first is fairer and lowers the risk of a dispute.

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