AI is taking the professional world by storm as the technology becomes more entrenched in hiring and talent management. But with great power also comes great scrutiny — and employers must prepare to embrace new regulations governing the use of AI in recruitment.
According to career-seeking tool Zippia, 65% of recruiters use AI to narrow down their candidates, and 67% say AI has improved the recruitment process. But like humans, AI can come with biases built into their systems. New York City's new AI law, otherwise called Local Law 144, wants to hold employers accountable for preventing those biases. Local Law 144, which went into effect last month, requires employers to audit their automated employment decision tools, or AEDTs, each year for any possible biases they bring to the hiring process.
While this may be a cause for concern for many employers since they have to add another compliance hurdle to the agenda, it could also be incredibly beneficial down the line, says Jonathan Kestenbaum, managing director of tech strategy at AMS, a company that helps employers navigate tech and talent acquisition.
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"AI shouldn't be a get-out-of-jail-free card," says Kestenbaum. "It's a good thing that the government is asking employers to make sure these tools are being used ethically."
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