{"id":821,"date":"2022-05-26T13:58:17","date_gmt":"2022-05-26T17:58:17","guid":{"rendered":"https:\/\/eth.lnc.mybluehost.me\/eng\/?p=821"},"modified":"2022-05-26T13:58:22","modified_gmt":"2022-05-26T17:58:22","slug":"use-of-artificial-intelligence-ai-in-hiring","status":"publish","type":"post","link":"https:\/\/iiicareer.com\/eng\/2022\/05\/26\/use-of-artificial-intelligence-ai-in-hiring\/","title":{"rendered":"Use of Artificial Intelligence (AI) in Hiring"},"content":{"rendered":"<div class=\"wp-block-image\">\n<figure class=\"alignright size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"800\" height=\"533\" src=\"https:\/\/iiicareer.com\/eng\/wp-content\/uploads\/2023\/01\/Resume-Job-Interview-Resizesd-01-01.png\" alt=\"\" class=\"wp-image-1919\" style=\"width:300px\" srcset=\"https:\/\/iiicareer.com\/eng\/wp-content\/uploads\/2023\/01\/Resume-Job-Interview-Resizesd-01-01.png 800w, https:\/\/iiicareer.com\/eng\/wp-content\/uploads\/2023\/01\/Resume-Job-Interview-Resizesd-01-01-300x200.png 300w, https:\/\/iiicareer.com\/eng\/wp-content\/uploads\/2023\/01\/Resume-Job-Interview-Resizesd-01-01-768x512.png 768w\" sizes=\"auto, (max-width: 800px) 100vw, 800px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"wp-block-paragraph\">New EEOC guidance advises employers to ensure that any hiring tools based on algorithms or artificial intelligence (AI) do not negatively impact applicants with disabilities. Employers are responsible for vetting potential bias in AI-based hiring tools &#8211; even if the software is provided by a vendor. <\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Other laws that aim at automated evaluation tools are picking up steam across the country, including New York City, California, and Illinois, among other states.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Seyfarth:<\/em><br><em><a href=\"https:\/\/www.workplaceclassaction.com\/2022\/05\/eeoc-and-doj-issue-important-guidance-on-preventing-ai-and-technology-related-disability-discrimination\/\" target=\"_blank\" rel=\"noreferrer noopener\">EEOC And DOJ Issue Important Guidance On Preventing AI- and Technology-Related Disability Discrimination<\/a><\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Smith, Gambrell &amp; Russell:<\/em><br><em><a href=\"https:\/\/sgrlaw.com\/client-alerts\/new-york-city-to-require-bias-audits-of-automated-employment-tools\/\" target=\"_blank\" rel=\"noreferrer noopener\">New York City to Require Bias Audits of Automated Employment Tools<\/a><\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Legal Dive:<\/em><br><em><a href=\"https:\/\/www.legaldive.com\/news\/preparing-for-automated-hiring-tool-bias-laws\/623754\/\" target=\"_blank\" rel=\"noreferrer noopener\">Preparing for Automated Hiring-Tool Bias Laws<\/a><\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>New EEOC guidance advises employers to ensure that any hiring tools based on algorithms or artificial intelligence (AI) do not negatively impact applicants with disabilities. Employers are responsible for vetting potential bias in AI-based hiring tools &#8211; even if the software is provided by a vendor. Other laws that aim at automated evaluation tools are [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":1919,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"sns_share_botton_hide":"","vkExUnit_sns_title":"","_vk_print_noindex":"","sitemap_hide":"","_veu_custom_css":"","veu_display_promotion_alert":"common","vkexunit_cta_each_option":"","header_top_description":"","footnotes":""},"categories":[16],"tags":[],"class_list":["post-821","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-legal"],"aioseo_notices":[],"aioseo_head":"\n\t\t<!-- All in One SEO 4.9.8 - aioseo.com -->\n\t<meta name=\"description\" content=\"New EEOC guidance advises employers to ensure that any hiring tools based on algorithms or artificial intelligence (AI) do not negatively impact applicants with disabilities. 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Other laws that aim at automated evaluation tools are\" \/>\n\t<meta name=\"robots\" content=\"max-image-preview:large\" \/>\n\t<meta name=\"author\" content=\"editor1\"\/>\n\t<link rel=\"canonical\" href=\"https:\/\/iiicareer.com\/eng\/2022\/05\/26\/use-of-artificial-intelligence-ai-in-hiring\/\" \/>\n\t<meta name=\"generator\" content=\"All in One SEO (AIOSEO) 4.9.8\" \/>\n\t\t<meta property=\"og:locale\" content=\"en_US\" \/>\n\t\t<meta property=\"og:site_name\" content=\"PEOPLE\u2022WORK\u2022COMMUNITY iiicareer.com - Job Agency in US &amp; Japan | Job Navigator\u00ae\" \/>\n\t\t<meta property=\"og:type\" content=\"article\" \/>\n\t\t<meta property=\"og:title\" content=\"Use of Artificial Intelligence (AI) in Hiring - PEOPLE\u2022WORK\u2022COMMUNITY iiicareer.com\" \/>\n\t\t<meta property=\"og:description\" content=\"New EEOC guidance advises employers to ensure that any hiring tools based on algorithms or artificial intelligence (AI) do not negatively impact applicants with disabilities. 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