Compliance Stuff

AI-enabled interviewing tools have emerged as a common solution for the administrative burdens associated with hiring . These tools improve efficiency, streamline operations, allow you to consider more candidates without expanding your hiring team, keep evaluations consistent across applicants, and make high-volume hiring easier. But their adoption also raises important legal considerations, including potential bias, compliance risks, and data privacy and cybersecurity obligations – all while we face a growing regulatory and litigation landscape targeting the use of these tools. This Insight reviews the most common tools being deployed by employers and their associated risks, and provides a five-step suggested plan for minimizing liability. AI Interviews Tools and Systems Rather than solely focusing on tools that assist with logistics or document review (like simple schedulers or resume screeners), the newest generation of AI hiring tools can analyze and organize interview responses i...

  Senators voted overwhelmingly in the early morning hours today to drop the proposed pause on state AI laws that would have dissuaded state lawmakers from regulating artificial intelligence at the local level for the next five years. This latest move opens the door for states like California, New York, Colorado, Illinois, and more to regulate the use of AI in the workplace. Today’s 99-1 vote will clear a path for more laws to be passed in states across the country and almost certainly lead to compliance headaches for multistate employers given the impending regulatory patchwork. What should you do to prepare? Quick Background Original Proposal:  The House passed a sweeping proposal to impose a 10-year moratorium on state-level laws regulating AI on May 22 as part of the budget package.  Read our summary here . Senate Turns Ban into Pause:  Senate leaders veered and introduced a revised proposal on June 5 that would have merely blocked states from receiving federal t...