The use of artificial intelligence (AI) in employment decision-making is on the rise, with Equal Employment Opportunity Commission (EEOC) Chair Charlotte Burrows stating that more than 80% of employers use this technology.
Employers can use software that incorporates algorithmic decision-making at various stages of the employee hiring process, such as resume scanning, video interviewing, and testing to provide “job fit” scores. AI, in the form of predictive algorithms, is often at the core of this software. Traditionally seen as a better alternative to the implicit bias that can permeate the hiring process when performed by humans, AI was supposed to serve as a better option for neutral hiring practices.
