How to Stay Legal When Employing AI for Recruitment
As more businesses use AI for Recruitment and HR procedures, employers must be aware of new and evolving AI laws around the globe.
Employers seeking AI for Recruitment must get ready for the regulatory changes brought on by the Automated Employment Decision Tool statute. Businesses who will be immediately impacted by this new legislation are particularly concerned about it, but there is also a far larger picture to consider.
Employers must seek to be compliant on a worldwide level to avoid penalties and negative press, to use AI for recruiting fairly and ethically, and to foster a diverse and inclusive workplace. Business executives should start making preparations right away to make sure they can adjust to new and evolving AI legislation.
Steps to staying compliant with AI for Recruitment
1) Have a third party examine your AI for bias
The possibility of prejudice in AI for Recruitment is one of the main issues that AI legislation aims to solve. AI picks up on human behavior, and if those actions even subtly exhibit bias, that bias can be fed back into the AI, leading to bias in the technology.
An excellent initial step to take is to have your AI audited by a third party every year to ensure that your AI-driven hiring tool is as fair as feasible. In cities like New York City, this will be required. The AEDT regulation mandates that companies using AI for hiring have their system ‘independently’ inspected for bias at least once every 12 months. A summary of the most recent AI bias audit will also need to be posted on each employer’s website.
2) Inform applicants that AI is being used
‘Best practices in general for utilizing AI for Recruitment in HR. Being AI-compliant fundamentally involves transparency. Inform your candidates if you employ AI in your hiring procedure. Inform them of the process’ use of an AI-driven technology and provide specifics on the credentials and traits that will be considered.
3) State your data preservation guidelines
Today’s job seekers care about data privacy more than ever, especially if AI for Recruitment is being used to assist in recruiting decisions. Employers must already disclose information about the data they gather by data protection rules.
Make sure your prospects are aware of the kinds of data you gather during AI for the Recruitment process and store, as well as how long the data will be kept in your system. Shortly after a candidate enters the recruiting process, they should be given this information either directly or through your website.
4) Take into account utilizing an “alternative selection process
When candidates are informed that an AI-driven tool is being used AI for the Recruitment process, they will have the right to request an alternate approach or accommodation by the new legislation that will soon be implemented in AI for Recruitment. Therefore, applicants can request an “AI-free” employment procedure if that’s what they like. However, the law is ambiguous as to what employers must do when an applicant requests this nature.
5) Think About Accessibility
Numerous laws already exist to protect and accommodate people with impairments both as customers and in the workforce. Important guidelines for businesses to adhere to when AI for Recruitment people with disabilities and how to effectively serve consumers with impairments.
Be careful when selecting your AI for Recruitment, and ensure that their product has undergone the appropriate scrutiny and complies with current and evolving legislation.
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