of human resource leaders in the U.S. use predictive algorithms to support hiring. But not every company has the resources to vet and re-vet the AI hiring systems they use. Here are some other steps companies can take when it comes to using AI for hiring:. Jenny Yang, director of the U.S.
within our existing laws,” there is still room to apply current law to these practices. Yang says, “employers need to ensure that both the criteria for selection and the performance measures are both fair and job-related.
At the end of the day, I do not think the best solution for business is going to be top-down government regulation. That is why the hiring space, particularly the use of AI for recruiting and hiring, is ripe for industry self-regulation. When a business experiences incredible technological innovation, presenting significant challenges, independent industry self-regulation can thrive, protecting consumers and enhancing their trust in business.
That “can be” is doing A LOT of work!
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