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As laws regarding the use of A.I. in the workplace are being rolled out, employers are becoming more cautious. They want to protect themselves from potential lawsuits that could arise due to the unknown risks associated with rapidly advancing technology.
To prevent discrimination against job candidates in the recruiting process, a New York City law will take effect next month, and the Equal Employment Opportunity Commission has reminded employers of their responsibility in ensuring non-discrimination in hiring, firing, and promotions, even if a third-party vendor is at fault.
Michael Schmidt, a labor and employment attorney, suggests that employers should implement policies and internal checks to mitigate legal risks. HR leaders should begin by auditing vendors to see if they use A.I. in the recruitment process and evaluate how their operations comply with state and federal regulations.
Schmidt recommends a two-step process: evaluating the nature of the workforce and what the policy aims to achieve and map out the particulars of who will use A.I. and to what extent. Employers should use A.I. correctly and stay informed of the regulatory and technological landscape to minimize risk.