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Shopping for new solutions after HR Tech? Following the event, many companies are eager to explore new recruiting solutions, but the world of hiring tech is shifting fast. AI is evolving at breakneck speed, regulators in some jurisdictions are racing to catch up with new rules … and lawsuits are looming.
The ongoing discrimination case against Workday, for instance, shines a spotlight on the future of AI in hiring, raising thinking points for employers that rely on third-party recruiting platforms.
At the heart of the Mobley v. Workday case is whether AI-powered screening tools can unintentionally discriminate against certain groups of job seekers, creating “disparate impact” claims under employment law, according to a blog post by lawyer and HR consultant Bryan Driscoll.
Melanie Ronen, chair of the employment practice at law firm Stradley Ronon, says employers need to know exactly how AI in hiring tools works. “Employers utilizing third-party recruiting platforms should understand what screening tools are being used and how,” she explains.
Ronen urges companies to closely review the role of AI in these processes and to make sure regular audits are in place to test for bias.
AI in hiring. What is HR’s responsibility?
Talent assessment firm Criteria Corp’s
