As the use of artificial intelligence in employment decisions grows, regulations on the practice will increase as well. Illinois has kicked off these regulations with the Artificial Intelligence Video Interview Act, which requires employers to disclose and job applicants' consent before using artificial intelligence on candidate videos when used to assess an individual's fitness for employment. To prepare to comply with this law, and additional laws that we expect to follow, employers need to understand how their AI programs work and the underlying data on which it is based. The argument that AI removes bias from the interview and hiring processes by the use of objective standards is not necessarily true; other arguments suggest that this is not the case because implicit bias may be contained within the underlying data on which AI relies and can, therefore, result in disparate impact discrimination. For more information about this law, see here.
This article is presented for informational purposes only and is not intended to constitute legal advice.
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