Colleva

Future of Work

Don’t Wait for the Courts and the Legislatures to Decide on AI Hiring Technology

From New York to Colorado to California, governments are crafting regulations and passing laws to govern the use of artificial intelligence in hiring. Meanwhile, some job applicants are challenging HR technology companies in court, saying that algorithms used in the job-application process can cause bias.

We’ve seen LinkedIn posts that say things like, “I’m waiting to see how all this plays out in the courts before I start making decisions with AI.” Some human-resources departments are in limbo on making technology decisions, holding off until the regulators get their say, and the courts hand down rulings.

‍

The Challenges of Waiting

There are a few things to consider if you’re on the fence about AI adoption.

First of all, most HR technologies are not there to make decisions for people. AI, if done right, can help you make decisions: better decisions, more informed decisions, less biased decisions.

Second, AI is embedded in so much of the technology we use, sometimes without us even realizing it. Avoiding it is barely possible, even if desired. It is used, for example, to put some of our emails, including resumes sent by email, into the spam box, and others not. If you’re searching the Internet with Google, you’re now using AI. Saying you will wait for someone to make a ruling about AI no longer makes sense.

Third, any evaluation-selection-assessment method carries some uncertainty or risk. A human resume screen, an interview, an assessment, a simulation, a cognitive test, an aptitude test, a personality test, a video interview — any of them, if done poorly, can exacerbate bias, and if done well, reduce it. Artificial intelligence is no exception.

‍Steven Hunt is a former global vice president at SAP, author of the books Talent Tectonics and Hiring Success, and a leading expert on selection and assessment. He says that avatar interviews are not inherently biased, nor are they inherently fair; it depends. They are a “way to collect and evaluate information” just like assessments of the past; they are the latest in the evolution from paper-and-pencil exams to online assessments. They essentially “allow us to do what we’re doing now, in a new way,” he says.

Hunt notes that if a person wanted to find out if a technology is favoring or disfavoring certain populations, it isn’t easy, but can be done. You could compare profiles of people ranked highly by the technology with those not ranked highly, determine what in the algorithm caused the ranking, and perhaps fix any flaws. An entirely human process, he says, does not provide this opportunity. You cannot always figure out why humans rank one person higher than another. It is virtually impossible to determine at scale what went into the decision-making of thousands of people.

‍

Proactive Steps Are Needed by AI Technology Companies

We aren’t waiting for any court or state, local, federal government to make rules or judgments to ensure the fairness of our AI technology.

Colleva is using the FairNow AI Governance Platform to conduct continuous testing and third-party audits of its AI resume screening and interviewing. FairNow ensures global compliance and helps companies like Johnson & Johnson manage AI risk at scale.

FairNow completed a bias audit of Colleva’s AI. No bias was found across a variety of job families.

FairNow also helped us develop a document that describes our technology, guidelines for usage, and testing and governance done. This type of transparency will soon be standard.

The industry that’s adopting Colleva more than any other is financial services. We’re working with several leading asset management firms, collectively managing over a trillion dollars in assets. They do their due diligence. They are risk averse.

None of our financial-services customers are waiting for the courts or the bureaucracies to tell them to pick their AI wisely. They already did.

Most importantly, these companies see the use of avatars and artificial intelligence as promoting fairness and surfacing overlooked talent, rather than diminishing opportunity.

‍

Discover how Colleva's third-party audited AI interviews give you the transparency and fairness you need—without the regulatory risk. Talk to our team about bringing structured, bias-tested candidate screening to your hiring process.

Lorem ipsum dolor sit amet consectetur. Lectus ac eleifend in convallis imperdiet. Amet tortor lorem odio proin dolor. Convallis dolor posuere vitae pellentesque nulla rutrum sit. Quam aliquet a arcu iaculis sit fringilla eu. Tortor tortor amet nunc non odio posuere convallis ut. Massa risus orci enim arcu. Sit platea pharetra purus aliquet proin. Ac gravida id sit odio. Tempor posuere tellus iaculis in enim scelerisque non amet id. Egestas nisl risus placerat quis euismod hendrerit ac. Condimentum at quam nunc adipiscing urna facilisi leo. Turpis senectus posuere laoreet tellus hendrerit faucibus platea blandit sed. Nibh feugiat felis felis sem urna volutpat eget turpis amet. Lorem auctor egestas diam imperdiet.

Felis venenatis mi varius ac nunc mi neque rhoncus. A nullam turpis laoreet odio cras mauris nulla auctor. Vel maecenas facilisis congue ultrices mauris justo fames a platea. Etiam eget nascetur nibh vitae. Eu accumsan mus dolor tristique.

Lorem ipsum dolor sit amet consectetur

Lorem ipsum dolor sit amet consectetur

1. Lorem ipsum dolor sit amet consectetur

2. Lorem ipsum dolor sit amet consectetur

3. Lorem ipsum dolor sit amet consectetur

Lorem ipsum dolor sit amet consectetur. Lectus ac eleifend in convallis imperdiet. Amet tortor lorem odio proin dolor. Convallis dolor posuere vitae pellentesque.

Lorem ipsum dolor sit amet consectetur

Lorem ipsum, “Lorem ipsum dolor sit amet consectetur. Lectus ac eleifend in convallis imperdiet. Amet tortor lorem”
Lorem ipsum, “Lorem ipsum dolor sit amet consectetur. Lectus ac eleifend in convallis imperdiet. Amet tortor lorem odio proin dolor. Convallis dolor posuere vitae pellentesque”
Lorem ipsum, “Lorem ipsum dolor sit amet consectetur”

The Challenges of Waiting

Proactive Steps Are Needed by AI Technology Companies

Lorem ipsum dolor sit amet consectetur

Lorem ipsum dolor sit amet consectetur

1. Lorem ipsum dolor sit amet consectetur

2. Lorem ipsum dolor sit amet consectetur

3. Lorem ipsum dolor sit amet consectetur

Lorem ipsum dolor sit amet consectetur

Lorem ipsum dolor sit amet consectetur netus erat

Lorem ipsum dolor sit amet consectetur netus erat

Lorem ipsum dolor sit amet consectetur netus erat

Don’t Wait for the Courts and the Legislatures to Decide on AI Hiring Technology

Workslop vs. Purpose-Built AI: The Difference Matters

How Gen AI and Human Skills Redefine Learning & Development