AI tools are reshaping the hiring landscape—from resume scanning to video interviews—but are they putting your company at risk? If you’re using AI without understanding the legal and ethical implications, you could be violating EEOC guidelines or Michigan anti-discrimination laws.
Here’s what you need to know to use hiring tech wisely and legally.
Key Points:
Algorithm Bias: AI can unintentionally discriminate based on race, age, or gender unless properly audited.
Transparency Laws: Several states are requiring employers to disclose AI usage in hiring—and more are following.
EEOC Enforcement: The EEOC has issued guidance that employers are responsible for biased outcomes—even if a vendor tool is to blame.
Best Practices:
- Always test AI tools for adverse impact.
- Don’t rely solely on automated decisions.
- Provide clear criteria and ensure human oversight.
⚖️ Need help reviewing your hiring practices? Click the contact link above to request a free HR consult today—we help you stay compliant while hiring smarter.
