Of late, a significant spotlight has been positioned upon generative artificial intelligence (AI), more so in varying capacities. However, it’s noteworthy that the use of AI is already widespread in the employment context, particularly in recruitment and promotion screening processes. As corporations and workplaces evolve, losing sight of this reality can be deleterious.
Artificial intelligence tools have emerged as a boon for human resources professionals – a defining trend that continues to pick up pace. Not only does the use of AI in recruitment hold the potential to streamline processes, but it also enhances the ability of HR-professionals to make sense of data. As the job posting and application process increasingly migrates to the digital landscape, AI can work as a trusted ally to process the mounting volume of information.
These recent technology trends are backed by a survey conducted by the Society for Human Resource Management (SHRM). The survey revealed that nearly one in four organizations deploy automation and/or AI to underpin HR-related activities. It is indeed a clear manifestation of the integral role that AI has come to occupy in today’s HR practices and methodologies.
It is in this context that New York City’s Automated Employment Decision Tools Law assumes significance. This law underscores the need for vendors to pre-audit the automated employment decision models for any bias and annually validate, with the aim of ensuring equity and fairness in employment-related decisions.
Transparency and trust play a pivotal role in the adoption of AI technologies in employment matters. As AI technologies become more deeply integrated into HR processes, a steadfast commitment to inclusive, fair, and bias-free AI-driven decision-making processes will be critical to building trust amongst prospective and current employees. Ensuring compliance with up-to-date regulations, like New York City’s Automated Employment Decision Tools Law, is a step in that direction.