Communications of the ACM
AI Hiring Tools Require More Care Than Ever
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Employee recruiters want work more efficiently and effectively to find the right people. But using artificial intelligence tools to aid the process can be a legal minefield fraught with peril.
There is concern that these tools can perpetuate hiring biases and even create new discriminatory barriers. That concern is driving more government regulation. In New York City, for example, a recently enacted law places significant restrictions on employers' use of AI hiring tools. Employers cannot use what the law calls "automated employment decision tools" unless a "bias audit" has examined them sometime during the prior 12-month period.
Among other requirements, the law asks employers must give applicants 10 days prior notice that such a tool will be used. Job candidates can ask for an alternative selection process.
There has also been movement to regulate AI tools at state and federal levels.
From HRMorning
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