Set to take effect January 1, 2020, the state’s Artificial Intelligence Video Interview Act has three primary requirements.
That’s because it only applies to a limited type of AI, and it doesn’t ask much of the companies deploying it. But it’s unlikely the legislation will change much for applicants. Artificial intelligence can also introduce bias and inaccuracy to the job application process, and because these algorithms largely operate in a black box, it’s not really possible to hold a company that uses a problematic or unfair tool accountable.Ī new Illinois law - one of the first of its kind in the US - is supposed to provide job candidates a bit more insight into how these unregulated tools actually operate. It’s not just that we don’t know how these systems work. But these systems are opaque, and we often have no idea how artificial intelligence-based systems are sorting, scoring, and ranking our applications. Algorithms help target ads about new positions, sort through resumes, and even analyze applicants’ facial expressions during video job interviews. Artificial intelligence is increasingly playing a role in companies’ hiring decisions.
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