Lexington-Fayette, Kentucky 2021-11-30 12:13:54 –
More employers are using artificial intelligence to hire workers. You can speed up the process from recruitment to initial evaluation in the workplace.
If you’re applying for a job, you probably don’t know if there’s an AI tool looking at your resume. Juliusto Janovich, director of the Responsible AI Center at the University of New York, compares this to nutrition labeling. Without it, we wouldn’t know exactly what we were eating.
“The responsibility for disclosing this must be with the food producer of the food example, here the vendor of the tool, and the employer using the tool. The machine for a variety of reasons, but in reality We do not deny our agency as a person’s right, which means we have the right to know it and act accordingly, “says Stoyanovich.
She says it means having the option of requiring humans to see your application instead.
New York City can make it a law. The bill, awaiting the mayor’s signature, will require companies to say whether AI is being used in the recruitment process. If the technology does not pass an annual bias audit to show that it is not discriminated against based on the applicant’s race or gender, it will even prohibit employers from using it as a tool.
Experts say job seeker protection may need to be exceeded by bringing results to the enterprise if it refuses to offer an alternative to AI.
“The danger associated with this is that individuals who are historically disadvantaged in this process suffer even greater disadvantages. For example, if a person with a disability says,” I am in this process. I can’t evaluate it. For my disability, I need accommodation, “employers should actually be forced to provide such accommodation,” said Stoyanovich.
New York City first proposed regulations on AI adoption tools.
According to the Center for Responsible AI, there is currently no data on how often cities use AI recruitment tools.