“It’s hard to feel that that consent is going to be super meaningful if the alternative is that you get no shot at the job at all,” said Rieke. And the law doesn’t guarantee that you can opt out of an AI-based review of your application and still be considered for a role (all the law says is that a company has to gain your consent before using AI it doesn’t require that hiring managers give you an alternative method). In addition to requiring applicants’ consent to use AI, the law also includes two provisions meant to protect their privacy: It limits who can view an applicant’s recorded video interview to those “whose expertise or technology is necessary” and requires that companies delete any video that an applicant submits within a month of their request.Īs Aaron Rieke, the managing director of the technology rights nonprofit Upturn, told Recode about the law, “This is a pretty light touch on a small part of the hiring process.” For one thing, the law only covers artificial intelligence used in videos, which constitutes a small share of the AI tools that can be used to assess job applicants. Those companies must also explain how their AI works and what “general types of characteristics” it considers when evaluating candidates. First, companies must notify applicants that artificial intelligence will be used to consider applicants’ “fitness” for a position. Set to take effect January 1, 2020, the state’s Artificial Intelligence Video Interview Act has three primary requirements. That’s because it only applies to a limited type of AI, and it doesn’t ask much of the companies deploying it.
But it’s unlikely the legislation will change much for applicants.
Artificial intelligence can also introduce bias and inaccuracy to the job application process, and because these algorithms largely operate in a black box, it’s not really possible to hold a company that uses a problematic or unfair tool accountable.Ī new Illinois law - one of the first of its kind in the US - is supposed to provide job candidates a bit more insight into how these unregulated tools actually operate. It’s not just that we don’t know how these systems work. But these systems are opaque, and we often have no idea how artificial intelligence-based systems are sorting, scoring, and ranking our applications. Algorithms help target ads about new positions, sort through resumes, and even analyze applicants’ facial expressions during video job interviews. Artificial intelligence is increasingly playing a role in companies’ hiring decisions.
0 kommentar(er)
