Milford, MA - Prestige Scientific's Co-Founder, Stephen Provost, was featured in a recent BioSpace article: As AI in Hiring Becomes More Widespread, New Regulations Target Discriminatory Practices
Starting April 15th, New York City employers who use Artificial Intelligence (AI) tools in hiring will be subjected to Local Law 144; where employers will be required to inform candidates when they use AI during the hiring process. Local Law 144 requires employers to conduct a bias audit on an automated employment decision tool prior to AI, notify candidates/employees that the tool is in use, and outline to candidates the job qualifications as well as characteristics that the AI will use.
New York City is not the only government body to address this issue. In January, the U.S. Equal Employment Opportunity Commission (EEOC) posted a draft of a strategic enforcement plan focusing on minimizing bias in AI hiring technologies. Even going back to October, the White House released a report titled “Blueprint for an AI Bill of Rights: Making Automated Systems Work for the American People.”
The main motivator behind laws like these is the chance of discrimination and biases that may pop up from using AI hiring tools. Since the AI is wired to find particular keywords, qualifications, and requirements; the software will likely eliminate qualified candidates that don’t fit the mold.
Many organizations use AI in their hiring process, Prestige Scientific is one of these. Fairly recently, Prestige added AI to their hiring process. It is possible to decrease your chances of being excluded from the AI's search by including keywords that are relevant to your experience in your resume and on your LinkedIn profile.
As AI hiring tools advance, candidates will be forced to do the same to keep up with competition.
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