Looking for a job? In addition to encountering those annoying never-ending job interviews you may find yourself face-to-face with an artificial intelligence bot.

Companies worldwide increasingly use artificial intelligence tools and analytics in employment decision-making – from parsing through resumes and screening candidates to automated assessments and digital interviews. But recent studies claim that AI does more harm than good.

While AI screening tools were developed to save companies time and money, they’ve been criticized for placing women and people of color at a disadvantage. The problem is that many companies lack appreciable diversity in their data set, making it impossible for an algorithm to know how people from underrepresented groups have performed in the past. As a result, the algorithm will be biased toward the data available and compare future candidates to that archetype.

The City’s Automated Employment Decision Tools (AEDT) law is designed to offset the potential misuse of AI and protect job candidates against discrimination. It was enforced on July 5th, 2023 in New York City – with other cities and states expected to gradually follow suit. Employers must now inform applicants when and how they encounter AI. Furthermore, companies have to commission a third-party audit of the AI software used, and publish a summary of the results to prove that their systems aren’t racist or sexist. Job applicants are able to request information regarding what data is collected and analyzed by the AI. Violations of the law can result in fines of up to $1,500.

Replacing Human Hiring Decisions

However, should a job applicant want to opt-out of such impersonal judgement by a bot, the new law’s scope is quite limited.

While the law specifies that instructions for requesting an alternative selection process must be included in the AI screening disclosure, companies aren’t actually required to use other screening methods. Not to mention that the law only applies to AI in hiring and not any other employment decisions. It also wouldn’t apply if the AI, for example, flags candidates with relevant experience, but a human then reviews all applications, making the ultimate hiring decision.

Some civil rights advocates and public interest groups argue that the law isn’t extensive enough and that it’s even unenforceable. On the other hand, businesses say that it’s impractical, costly, and burdensome, and that independent audits aren’t feasible.

Responsible use of AI in hiring

Although this law may be a good first attempt to assign more regulatory guardrails around AI, it remains to be seen if it ensures the responsible use of AI in hiring processes. At the end of the day, perhaps recruiting talent should remain a human-made decision.

The good news is that AI can help companies without harming potential job candidates in many ways – such as connecting new employees with internal organizational information and company benefits during onboarding. Or helping employees to do their jobs more effectively rather than replacing them.

string(3569) "
Looking for a job? In addition to encountering those annoying never-ending job interviews you may find yourself face-to-face with an artificial intelligence bot. 
Companies worldwide increasingly use artificial intelligence tools and analytics in employment decision-making – from parsing through resumes and screening candidates to automated assessments and digital interviews. But recent studies claim that AI does more harm than good.
While AI screening tools were developed to save companies time and money, they’ve been criticized for placing women and people of color at a disadvantage. The problem is that many companies lack appreciable diversity in their data set, making it impossible for an algorithm to know how people from underrepresented groups have performed in the past. As a result, the algorithm will be biased toward the data available and compare future candidates to that archetype. 
The City’s Automated Employment Decision Tools (AEDT) law is designed to offset the potential misuse of AI and protect job candidates against discrimination. It was enforced on July 5th, 2023 in New York City - with other cities and states expected to gradually follow suit. Employers must now inform applicants when and how they encounter AI. Furthermore, companies have to commission a third-party audit of the AI software used, and publish a summary of the results to prove that their systems aren’t racist or sexist. Job applicants are able to request information regarding what data is collected and analyzed by the AI. Violations of the law can result in fines of up to $1,500.
Replacing Human Hiring Decisions 
However, should a job applicant want to opt-out of such impersonal judgement by a bot, the new law's scope is quite limited. 
While the law specifies that instructions for requesting an alternative selection process must be included in the AI screening disclosure, companies aren't actually required to use other screening methods. Not to mention that the law only applies to AI in hiring and not any other employment decisions. It also wouldn't apply if the AI, for example, flags candidates with relevant experience, but a human then reviews all applications, making the ultimate hiring decision. 
Some civil rights advocates and public interest groups argue that the law isn’t extensive enough and that it’s even unenforceable. On the other hand, businesses say that it’s impractical, costly, and burdensome, and that independent audits aren’t feasible. 
Responsible use of AI in hiring
Although this law may be a good first attempt to assign more regulatory guardrails around AI, it remains to be seen if it ensures the responsible use of AI in hiring processes. At the end of the day, perhaps recruiting talent should remain a human-made decision. 
The good news is that AI can help companies without harming potential job candidates in many ways – such as connecting new employees with internal organizational information and company benefits during onboarding. Or helping employees to do their jobs more effectively rather than replacing them.
"

The Kar-Jenner family is loaded thanks to their business prowess (and fierce momager, Kris Jenner.) Kim Kardashian said it best when she lamented that it “seems like nobody wants to work these days,” but these sisters never have a day off. And that’s why the topic of Kylie Jenner’s net worth is so intriguing.  But

Applying for your dream job can be completely overwhelming. One teeny typo in your resume or run-on sentence in your cover letter could cost you the opportunity of a lifetime. So, you’re gonna want to get as much help as you can during the application process. Why not lean on artificial intelligence to enhance your

Talking about student loans can be an uncomfortable subject. Considering how stressful your debt pay-off journey can be, it’s easy to get overwhelmed by how much you still owe. Fortunately, there are a few ways to successfully pay off your student loans in a speedy fashion so you can finally breathe that sigh of relief

Traditional weddings can be incredibly stressful, not to mention super pricey – many newlyweds couldn’t buy a house with that money. What’s supposed to be the happiest day of your life can often feel like an endless quest for absolute perfection – almost as if the ceremony doesn’t come off flawlessly, the marriage itself will

Taylor Swift is a megastar singer-songwriter known for her narrative songwriting, catchy pop tunes, and versatility across genres like country, pop, and indie folk. She breaks every music record with ease, partially thanks to her die-hard Swiftie fans who follow her with vigor and buy out every single show. And with Taylor Swift’s net worth

I can’t remember who gave me this personal finance hack, or, rather, advice: but one juicy tidbit was that I should keep a balance on my credit cards and that it would up my credit score. I’ve even wiped out the balance on a credit card debt and then purchased something that I slowly pay

You’re powering through your morning. You’re in the zone. Getting so much done. But then you get Slacked with an innocent question: “Gotta moment to discuss the Jefferson thing?” “💯!” you answer instantly and get pulled off-task for 15- 20 minutes. And just before you’ve solved the Jefferson issue, your manager’s supervisor’s EA emails you

Artificial Intelligence (AI) has become overwhelmingly popular in the past few years. The world has leaned full-force into technology and entrusted AI with, well, everything. You can see AI commercials, AI-powered statistics during sports games, and there was even a whole writer’s strike over the AI Invasion of storytelling and Hollywood. As I’ve watched tens

In the era of TikTok, financial advice is just a scroll away. Everywhere you look, creators are making content on everything from budgeting to cryptocurrency – many with no real authority on the subject. Some are propagating get-rich-quick schemes, but some really do have genuine advice to offer. So in a world where anyone can

Ever since the pandemic popularized (or forced) virtual meetings and, countless companies adopted the hybrid work model or went completely virtual. And once the public health crisis was declared over, we remained confined to our desks in our kitchens and attics working from home. And it’s not just work. Doctor’s TeleHealth appointments, therapy visits on