high tech
Elissa Frank, NJBIA Vice President of Government Affairs December 31, 2024
As artificial intelligence (AI) becomes more sophisticated and accessible, its applications in human resources and recruitment are rapidly expanding. AI tools can analyze resumes, conduct pre-interviews, and predict candidate suitability with incredible efficiency, allowing companies to streamline the hiring process and reduce time-to-hire.
However, using AI in hiring decisions comes with ethical and practical considerations.
For example, an AI screening tool designed to rank candidates may falsely discriminate if it is trained on biased historical data, such as employees biased by gender or ethnicity. there is.
President Joe Biden issued an executive order in 2023 guiding the responsible development and deployment of AI, including protections against algorithmic bias, privacy considerations, and the right to human oversight. In response, the U.S. Department of Labor has released non-binding guidance to inform safe and responsible use of AI by employers.
Below is a breakdown of the DOL’s “Artificial Intelligence and Worker Well-Being: Principles and Best Practices for Developers.” And the employer too. ”
Artificial Intelligence and Worker Well-Being: Principles and Best Practices for Developers and Employers
Worker input. Employers are encouraged to integrate employee input, especially from underserved communities, when developing and deploying AI systems.
Ethical standards. AI systems must be developed in a way that protects worker rights and safety.
human surveillance. Employers should oversee the implementation of AI systems and establish governance structures to keep humans in the loop on hiring decisions. Employers must also regularly conduct independent audits of their AI systems.
Transparency. Employers must inform and disclose to employees the use of AI in the workplace.
Employment rights. AI systems must not violate or violate the legally protected employment rights of workers and must comply with anti-discrimination laws.
Enable workers. Employers need to consider how AI systems will impact their jobs and opportunities. When using electronic monitoring, employers must use the least invasive means necessary.
training. Employers must provide workers with adequate training to learn how to use AI systems to complement their jobs.
Worker Privacy. AI systems must be built with safeguards to protect employee data from internal and external threats.
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