HR has well and truly embraced AI, using the technology to automate processes such as candidate sourcing, performance reviews, and internal mobility. This has allowed HR professionals to allocate their time and resources more efficiently, while automation can also make the recruitment process more engaging and coherent for candidates. But automated tools also come with risks, particularly in terms of algorithmic bias.
HR has well and truly embraced AI, using the technology to automate processes such as candidate sourcing, performance reviews, and internal mobility. This has allowed HR professionals to allocate their time and resources more efficiently, while automation can also make the recruitment process more engaging and coherent for candidates. But automated tools also come with risks, particularly in terms of algorithmic bias.
To combat these concerns, many jurisdictions – notably in the EU and US – have introduced regulations to make the use of AI in the HR sphere safer. One of the most prominent examples is New York City's Local Law 144, which demands that all companies using automated employments decision tools to evaluate candidates in New York City have their systems independently assessed for bias.
Our updated white paper for Summer 2023 details the latest updates to Local Law 144, as well as a number of other significant changes in HR tech legislation in recent months.
You can also check out our map detailing the key HR tech laws you need to know in the US.
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Regulation of HR Tech: The Key Laws You Need to Know [July 2023]
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