As artificial intelligence (AI) continues to evolve and grow, so do the questions surrounding the potential liabilities, pitfalls and productivity it could bring to the workforce and business operations. HR professionals who already use or are considering utilizing AI tools should refer to President Biden’s Executive Order on Safe, Secure, and Trustworthy Artificial Intelligence for guidance.
Within the Executive Order Biden calls for the development of principles to prevent under compensation and unfair job application evaluations. While new policies will help mitigate the harm AI poses to workers, HR professionals using AI in recruitment or employment processes should note current-day guidance released by the Equal Employment Opportunity Commission (EEOC) and ensure that the tools used don't create a disparate impact under Title VII. Employers have an obligation to practice unbiased, nondiscriminatory employment tactics. While AI can be beneficial in streamlining recruitment and onboarding processes, employers must consider the potential downsides before determining if its capabilities are the right solution for their business.
Applicants too are adopting AI, according to many recruiters. There’s been an uptick in the volume of applicants relying on AI for application, cover letter and resume creation. Using AI can indicate an applicant is tech-savvy and willing to utilize news tools to optimize processes, but AI can be a red flag and put authenticity in question.
Employers looking to offload the time-consuming task of applicant screening and onboarding can enlist the help of Bukaty Companies’ skilled recruiters. Our team identifies a companies’ ideal candidate qualifications and produces viable, well-suited applicants with company needs, values and culture in mind.
