After years of building experience, developing your knowledge, and honing your skills, you are finally ready to apply for your dream job. But by the time you find out there’s an opening and gather your application materials, the position has been filled. The company had recruited candidates using targeted ads on social media and career-oriented websites—ads that you never saw for reasons that are unclear to you.
You then apply to another employer, where a human recruiter is impressed by your resume and advances you to the interview stage. But this time, you’re rejected after an awkward recorded video interview in which you answered questions read by a computer. An algorithm apparently determined that you did not show enough enthusiasm for the position in your interview responses.
These examples are hypothetical, but they are not merely theoretical. More and more employers are using automated employment decision tools, known as AEDTs, to make problematic employment decisions. This year, LL 144 went into effect in New York City, which thus became the first place in the United States to have a law that seeks to regulate such tools. Unfortunately, LL 144 was weak from the outset. During every step of the process to craft it, vendors and employers have worked to ensure that it’s toothless. Now, new draft regulations threaten to water down the law’s already-inadequate requirements still further.
AEDTs come in many forms. They include algorithms that use social media information...
Kuehn Law is investigating Fractyl Health for allegedly misleading shareholders about the effectiveness of its outpatient therapy, Revita. The lawsuit claims the company overstated Revita's clinic...