AI has the capability to automate many employment-related decisions, but employers need to be aware of the risks around privacy and potential biases. In this feature from Lexpert, Teri Treiber, Michael Cleveland, Daryn Tyndale and David Krebs explore the latest legislative developments around the use of AI in the workplace and outline best practices for employers considering the adoption of such tools.
With the emergence of generative artificial intelligence tools like ChatGPT and its competitors, many employers are exploring the use of artificial intelligence (“AI”) systems in a bid to make hiring decisions more efficient and data-driven.
The term “AI” is being used to market a wide range of technologies ranging from simple automated resume screening tools to complex machine learning systems. However, the use of any type of automated tool to make employment-related decisions warrants scrutiny due to privacy considerations and the potential for these tools to exhibit biased decision-making, which could attract legal liability for employers.
Read the full article: Artificial intelligence, real liability? Using AI tools in recruitment and hiring
