The Department of Labor (DOL) just released a website that provides employers with an action plan to significantly mitigate risk when using AI for hiring.
A link to the website is HERE.
The website is from the Partnership on Employment & Accessible Technology (PEAT), which is funded by the DOL’s Office of Disability Employment Policy. Therein is a a list of considerations and action items employers should consider when using AI in the hiring process.
Below is a very short summary of the 10-step roadmap. The website has A LOT of information for employers, so I encourage you to dive in an explore🗺️❗️
1️⃣ Identify Legal Requirements
Employers should identify the employment nondiscrimination, accessibility, and privacy laws and regulations that apply to their use of artificial intelligence (AI) hiring technology. In other words, check federal, state, and local laws.
2️⃣ Establish Staff Roles
Make sure staff know their specific roles and responsibilities when it comes to using AI in the workplace. Employers should train staff to understand AI’s use and its limitations.
3️⃣ Inventory Your Technology
Get information from any third-party vendors about the specifics of the AI technology. Keep in mind, employers can be held responsible for the effects of AI technology, even if the employer is using a third-party vendor to deploy and use the technology.
4️⃣ Work With Vendors
When using a third-party vendor, it’s critical that employers are engaged with the vendor. Ultimately, it’s the employer’s responsibility to make sure that use of the AI technology does not result in discrimination.
5️⃣ Assess AI’s Impacts – Good and Bad
Employers need to be very real about the actual impact from using AI technology. The guidance recommends, among other things, developing policies and practices for accountability, and then conducting assessments of the positive and negative impacts of the AI hiring technology.
6️⃣ Provide Accommodations
The guidance recommends creating a process for job seekers to request accommodations if they are not comfortable being subjected to the use of AI during the hiring process.
7️⃣ Use Explainable AI to Aid Your Transparency Efforts
The guidance recommends, among other things, that employers collect “explainable” AI statements – the methods and tools that help people understand how and why the AI models produce their outputs – and other supporting documentation from vendors to first understand how the specific technology works.
8️⃣ Ensure Human Oversight
AI doesn’t replace actual people. The DOL suggests that employers ensure that there is human oversight of the use of AI hiring technology.
9️⃣ Deal With Problems
Be ready, and proactive when dealing with any problems as a result of the use of AI.
🔟 Monitor Your AI Regularly
Finally, monitor the performance of your AI hiring technology to help you assess its reliability and evaluate compliance risks.
Remember, this is just a very brief overview. Again, I recommend going to the website and exploring, there is a lot of great information‼️