Informed Decisions’ Post

**Artificial Intelligence** AI is a topic that consistently comes up in conversation when considering the future landscape of HR. Automation will simplify existing recruitment and HR process promoting consistency and allowing for scalability but - there are numerous ethical risks. In the below article HR software giant Workday is facing a claim that it uses artificial intelligence tools that discriminate against job applicants. This raises an important question: do you think that AI in recruitment has the potential for discrimination and bias against applicants? It's a complex issue that requires careful consideration and discussion, would be great to hear your thoughts!

📢 #AI in Recruiting & Legal Challenges: iTutorGroup & Workday Lawsuits. In a groundbreaking legal move, 2022 witnessed the first lawsuit by the U.S. Equal Employment Opportunity Commission (EEOC) against iTutorGroup Inc. The case exposes the complex realm of AI's role in Recruiting. The EEOC's 2021 initiative underlines its commitment to fair AI practices, ensuring compliance with anti-discrimination laws. The message is clear: enforcement with a focus! iTutorGroup's settlement agreement of $365,000 to over 200 job applicants adds weight to the lawsuit. Allegations of age-related bias spark conversations that resonate across industries and echo in courtrooms. As the settlement awaits the federal judge's approval, the implications of this case continue to ripple through the tech and employment landscape. But the conversation doesn't stop there. Another legal stride emerges as Workday faces accusations of algorithmic bias. The lawsuit paints a picture of HR software entwined with bias against Black applicants in their 40s. The case, launched this week in California, highlights the ongoing need for vigilance in refining AI systems to avoid perpetuating discrimination. As we navigate the uncharted waters of AI's impact on our work lives, these cases underscore the crucial dialogue surrounding ethics, innovation, and a fair future for all. HR Leaders need to focus on 3rd party audits of such systems, including the internal legal team to avoid compliance issues, especially around unfair bias, and have an open dialogue with the vendor to understand the approach used as part of their AI engine for recruitment. --- I'm the founder of Encoro Solutions, which leverages #AI & #RelationshipAnalytics (using communication [meta]data) to discover instances of sub-optimal engagement.

A US citizen has re-filed an amended application against Workday for #AI based #discrimination.  Mobley, the complainant, claims Workday mines data from large numbers of job applications that its software uses to detect patterns and assist in making decisions. NY’s new law on AI based hiring and screening already prohibits use of such technology for recruitment and I wonder if Workday has a check in place for this.  Eitherway, AI #bias is a challenge that laws and regulations are addressing, while many ATS are still using AI to screen the applications.  If you are a product counsel or CTO of such an ATS provider, an #AI audit can help you understand where the bias kicks in and take mitigative and preventive measures.  https://lnkd.in/ddTPswWG

The first case against AI being used in a recruitment process. I am sure it wont be the last. If you use AI in your recruitment process, have you had it audited to ensure it complies with the legislation? Please reach out to me for more info - we have the connections to show you how to get compliant https://lnkd.in/eda9dV2m #AI #Recruitment #Staffing

This is the AI learning curve and finger pointing I expect us to experience for a few years. With so many companies, specifically HR departments, utilizing Workday this outcome could be cited in future similar cases. In my opinion, it is an interesting two-part argument. Can software be unintentionally bias and is it the fault of the software developer or the user? #workday #eeoc #HR #ai #machinelearning #hris

For those new to HR technology, this fall marked vendor conference season and my very first season as a vendor. Gartner ReimagineHR, Workday Rising, SuccessConnect, CloudWorld, Unleash World, and TalentConnect, etc. all take place within the span of two months, and it has been a whirlwind induction into the HR tech vendor space. There was so much that I took in from the keynotes and from conversations with customers, prospects, and analysts alike. AI was omnipresent, and as I processed all the information surrounding me and connected the dots between the different conversations, five themes emerged and I will share my thoughts regarding each in a series of posts. Theme 1: What Matters Now: Embracing the New Era of Disclosure Theme 2: If the Pitch is Too Smooth, It Probably Is: Why AI in HR is Difficult Theme 3: Build vs. Buy: Have Organizations Learned Nothing from the SaaS Revolution? Theme 4: No One Person has All the Answers: The Power of Community to Drive Innovation Theme 5: The Oversimplification of Skills and Career Pathing: Has It Ever Worked and What Makes You Think It Will Work, Now? Here's the first of the articles. Let me know what you think! https://lnkd.in/gXr8fCms Stay tuned for exciting content released on a regular basis! #hr #hrtech #ai #talent

While AI in hiring is still controversial, there are tools to help HR professionals be event better at their role such as performance management software, interview screening and scheduling software, and so on. Here are a few tools: https://lnkd.in/eBuNAqdG

Say goodbye to outdated HR practices & revolutionize recruitment with data and AI The future of HR is here, and it's driven by data and AI. 💡 At BarRaiser, we're at the forefront of this transformative era, helping HR professionals harness the full potential of these technologies to revolutionize people management. The most significant ways these technologies are revolutionizing people management: 𝐒𝐭𝐫𝐞𝐚𝐦𝐥𝐢𝐧𝐞𝐝 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭: Say goodbye to lengthy hiring processes and biased decision-making. With BarRaiser's AI-powered recruitment solutions, you can quickly identify top talent and make data-driven hiring decisions. 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐎𝐧𝐛𝐨𝐚𝐫𝐝𝐢𝐧𝐠: Welcome new hires with personalized experiences that set them up for success from day one. Our AI-driven platform ensures a smooth transition and reduces the workload on your HR team. 𝐂𝐨𝐧𝐭𝐢𝐧𝐮𝐨𝐮𝐬 𝐏𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭: Ditch outdated annual reviews and embrace a more agile approach to performance management with BarRaiser real-time feedback and many more features. 𝐑𝐞𝐚𝐥-𝐭𝐢𝐦𝐞 𝐄𝐯𝐚𝐥𝐮𝐚𝐭𝐢𝐨𝐧 𝐌𝐞𝐭𝐫𝐢𝐜𝐬: Experience the power of real-time feedback with BarRaiser's intuitive Co-pilot. Our AI algorithms automatically calculate interviewee scores based on performance ratings, empowering you to make informed hiring decisions with confidence. At BarRaiser, we understand that technology is only part of the equation. That's why we're committed to maintaining the human touch in all our solutions. We believe that HR is about people, and our goal is to empower you to create meaningful connections and experiences that drive success for your organisation. Ready to embrace the future of HR with BarRaiser? Book A Demo Now: https://lnkd.in/dSS45RwZ Source: https://lnkd.in/gd3GgnAr

What are your thoughts on AI in HR? The early waves of AI innovation have started breaking over us in both business and society. It is creating something of a split: with some people letting it wash over them for now and others actively engaging with AI. As an employer and leader, whatever your natural inclinations, you should really fall into the latter camp; because it is almost certain that AI will shake up your world sooner rather than later. If you are prepared you will be able to dodge the pitfalls and reap the benefits. Five issues to look out for with AI in HR and employing people in 2024 🟣 Alleviating worker worries One of the biggest cliches (and there is some truth in it) is that AI will take human jobs. One leading investment bank predicts that generative AI will automate 300 million of today’s jobs. Left unaddressed, this thought may fester in your workforce, damaging morale and productivity, maybe even encouraging good employees to become unsettled. Getting up to speed with AI will help you understand that while it will take away many tasks from humans, this does not automatically translate into taking jobs. 🟢 Employment contracts and data protection As you integrate AI processes into your business, don’t neglect any direct legal implications. One of the most likely to be impacted is wording in your employment contracts and how you handle data under data protection law like GDPR. If you start using AI in your HR processes, it is crucial to inform employees how it is involved in the collection, processing and storage of their personal data. 🟣 AI bias With AI capable of analysing large volumes of data – say CVs in an HR context – very quickly, it is important to understand and respond to the limitations of the results it provides. One concern is that unconscious biases may be baked into the algorithms that underpin AI technology, thus perpetuating inequalities that have long existed in employment. With this in mind, make informed decisions about any software you choose, carefully plan what you are asking it to do and critically assess the results it gives you. 🟢 Let AI save you time While the first points have identified pitfalls and challenges with AI, let’s not forget the opportunity for you as an employer. From CV sorting to answering repetitive HR questions, there are already a host of AI powered tools that take on the grunt work from HR processes. 🟣 Solving other problems Perhaps the most exciting part about AI is that we have not fully thought out all the problems it could solve. Start thinking creatively about employment challenges in your business and how AI could address them. For example, do you have an issue with employee burnout? Look at how AI could be integrated into their workflow to take away some of the stress. Or do you wish you could find out more about the views and needs of your workforce but never have the time? Well, there are already AI tools built to do this job. #ai #hr #changingworld

6 Key Ways Companies Are Automating HR for Tomorrow's Workplace Freeing HR professionals from routine tasks so they can focus on more complex and creative responsibilities. #AI https://lnkd.in/eV3Y4pkG