Can AI Be Biased? Legal Implications for Recruiting
HR Collection PlaylistApril 04, 202400:38:09

Can AI Be Biased? Legal Implications for Recruiting

EEOC Commissioner Keith Sonderling talks to Matt Alder

Talent Acquisition stands on the edge of revolution, with AI tools promising to make recruiting faster and more effective. But will it make hiring fairer? Recruiting and HR are already a key focus for governments as they develop legislation for AI, and employers are already at risk of breaking existing laws if they use AI tools that discriminate against protected groups of people.

My guest this week is Commissioner Keith Sonderling of the EEOC. In our conversation, we talk about the benefits and risks of using AI in hiring, what employers need to know to ensure compliance with existing laws, and the new regulations many countries will implement shortly.

In the interview, we discuss:

  • Background context of The Equal Employment Opportunity Commission (EEOC)

  • Bridging the gap between policy-making and HR practice

  • What advantages does AI bring to talent acquisition?

  • The potential for technology to make clearer, more transparent hiring decisions than humans

  • The dangers AI poses if incorrectly implemented

  • How AI is used in hiring already falls under existing employer equality legislation.

  • Who is liable, the employer or the AI vendor?

  • The EU AI Act and New York City Law 144

  • Are there common themes in new AI legislation being developed around the world?

  • Reskilling, upskilling and changing dynamics in the workforce

  • What does the future look like?

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