In an era where AI and machine learning simplified everything, including employment, the balance between efficiency and fairness is a question. With algorithms, machine learning and statistical modeling that define or promoted those who are appointed or promoted, are these decisions really fair? How can we make sure that these technological developments do not house the biases or injustice? New York City responded to these concerns by introducing new regulations about their use Mechanical recruitment decision tools (Al -Malaki) in 2023.
But what does this mean exactly for you as a software, employer, professional in human resources, or work researcher in New York City? In this article, we delve deeper into what is the AEDT, which this law affects, and what signs indicate the violation of the law. We will also determine how to guarantee compliance and get to know some of the AEDTS currently available on the market.
Reading to ensure that employment tools and employment operations remain fair and transparent, and above all, compatible.
What are the developers?
Let’s start explaining the AEDTS decision tools exactly. Under the new New York City regulations, the sidewalk indicates a wide range of automatic tools that are used Amnesty InternationalThe algorithms, Automated learningOr statistical models for help or even make employment and promotion decisions.
Common examples of Woodtz include:
- Pre -employment assessment tests that record applicants.
- Video interview analysis tools that establish facial expressions, tone, etc.
- Resume the examination tools that delete requests and arrange the submission.
- Search and referral tools are the job filter that recommends or reclaim the candidates.
- Personal, cognitive assessments or skills with artificial intelligence consequences.
It should be noted that New York City rules determine AEDT as a tool “greatly help or replaces estimated decisions”, which means that technology has a material impact on employment results without adequate supervision. Unofficial or limited use of artificial intelligence exempt.
Examples of developers available in the market
To better understand what bullets are and how they work, let’s go deep into some examples of commercially available automatic employment tools (AEDTS) that employers can buy:
- Hirevue: The AI-A-ALTRS video interview analysis and candidate intelligence tools. Automated learning is used to assess facial expressions and choose words and other aspects of interviews.
- Pymetrics: Neuroscience and AI are used to match the cognitive and emotional features of candidates for job requirements. Candidates play online games, and algorithms generate personal profiles.
- From winter: It uses the natural language processing to wipe the CV and functional recipes to classify the candidates and a brief list that suit job qualifications.
- ideal: It results from the degrees and classifications of automated candidate using automated learning algorithms trained in the data and patterns of previous employers.
- Traitify: He invites candidates to participate in the online personality test. Based on the responses, artificial intelligence is generated by “Traitify” that evaluate many characteristics such as curiosity, discipline and cooperation.
- Fama: He automates the reference checks using artificial intelligence to scheduling calls, asking uniform questions, and analyzing feelings in the referee responses.
- Talview: It provides video interviews with Amnesty International, live Proctoring, face recognition, speech analysis, semantic analysis, and other automated candidates’ evaluation tools.
Many other sellers also sell algorithm solutions to many talent examination, evaluation and use of selection. NYC AEDT regulations apply to any of these tools used in employment or promotions that affect jobs in New York City.
Reasons for the introduction of AEDT Law in New York City
But why did New York City decide to submit this law? Anxiety is that the algorithm of the algorithm of the alleged “Black Box” can provide, reduce, or even hide the biases. Without appropriate checking, these biases can reach without deterrent.
The regulations aim to carry out regular biases, ensure transparent policies, and clarify the candidate’s notifications about AEDT use. These rules are not only related to technology, but rather to make the recruitment process just for every candidate.
AEDT Employment Decision Tools: The main questions have been answered
Well, now after we understand what AEDTS is, let’s go deep into the law itself. In the next section, you will find answers to some decisive questions. We hope to easily help you to arrange your understanding and navigate this complex topic.
How long has the AEDTS law represented in power?
The new regulations related to the AEDTS decision -making tools were enacted in New York City in 2023. Any use of AEDTS to employ or promotions that affect jobs in New York City must now be complied with.
What is the use of artificial intelligence in employment located according to the claim law?
The law covers any tool that uses artificial intelligence, algorithms, machine learning, or statistical modeling to help or replace decisions in employment and promoting New York City jobs. This includes examination, video interviews, CV classification and evaluation algorithms.
Who is eating AEDT regulations?
AEDT regulations apply to all employers and employment agencies that use AEDTS to evaluate job candidates for the roles in New York City or promotional offers for employees who are based in New York City.
What are the signs that someone breaks this new law?
Violations include:
- Using AEDT had no biased scrutiny last year.
- Failure to publish results.
- Not noting the candidates about the use of AEDT.
Dependence on defective or insufficient data also constitutes lack of compliance.
What should you do to remain compatible with AEDTS regulations?
To stay compatible with AEDT regulations, you must:
- Make regular independent audits for any EDTS used in Hir/NYC HIRS/Promotions
- Publishing the results of the online audit, and providing all the required details
- Inform the candidates about the use of the magnesis in their evaluation
- Reducing the algorithms in your AEDT operations
- Maintain transparent policies that are compatible with the regulations related to the development and use of developers
7 steps to assess your compliance with AEDT systems in New York City
If you are using AEDTS for employment or promotional offers that affect jobs in New York City, here are some of the steps that you can take to evaluate your compliance:
1. Review the prejudice script.
Request documents on the latest bias and a methodology from AEDT seller. Make sure a comprehensive audit was made during the past year by an independent auditor.
2. Check the biased audit results.
See AEDT BIAS audit results published on the seller’s website or performance reports. These results should contain the necessary details, such as the proportions of influence across demographic groups. Be careful of great discounts.
3. Evaluation of data adequacy.
If possible, make sure that the bias review used the appropriate historical recruitment data, including your organization’s data. Auditing processes may not be based only to minimal or test data sufficient.
4. Check out notification practices for the candidate.
Check that the seller or tool provides required notifications for candidates about AEDT’s use of their evaluation and provides alternative selection methods.
5. Review the algorithm.
Checking the seller’s development processes, fair guarantees, transparency, and ethics to reduce the algorithm. Avoid systems that work as a “black box”.
[ Read also: Explainable AI: A Way To Explain How Your AI Model Works ]
6. Document your selection process.
Maintaining records on how to combine AEDT into your recruitment process, their effect on decisions, and other factors that have taken into account. These documents show that the tool does not replace the entire human discretionary power.
7. Request for legal guidance if necessary.
For sellers or highly dangerous AEDT uses that may constitute compliance issues, it is wise to consult the legal advisor to assess possible risks.
Do you need help in AEDT compliance?
The evaluation of your compliance with AEDT systems in New York City can seem complex and frightening. However, make sure. You do not have to move in this water alone.
In Dlabs.ai, we are well equipped to guide you through these new requirements. We understand the male scene and the complications concerned and devoted to providing solutions that meet organizational standards and support the highest ethical practices.
Do not hesitate to communicate if you are not sure or want to make sure that you are on the right track. We offer free consultations with our artificial intelligence experts, who can provide clarity and dispel any doubts. Table your consultation today And move forward with confidence in the world of artificial intelligence and employment.
