Greenacre Recruitment Limited’s Post

What do you think about the use of AI in recruitment? Whilst it’s an efficient way to streamline processes, it also raises legal concerns due to threatening the rights of candidates. For example, the equality and data protection law mean that additional regulations could be needed to counter AI’s impact on sensitive data in recruitment. Biased algorithms could also impact candidates within a minority group, choosing to only select those from affluent or certain ethnic areas. Is it worth the risk? Learn more: https://bit.ly/3RiXJ3h #AI #Recruitment #Technology

What do you think about the use of AI in recruitment? Whilst it’s an efficient way to streamline processes, it also raises legal concerns due to threatening the rights of candidates. For example, the equality and data protection law mean that additional regulations could be needed to counter AI’s impact on sensitive data in recruitment. Biased algorithms could also impact candidates within a minority group, choosing to only select those from affluent or certain ethnic areas. Is it worth the risk? Learn more: https://bit.ly/3RiXJ3h #AI #Recruitment #Technology

In my post today, we're looking at a shift in the world of recruitment. Last week, the European Union published the Artificial Intelligence Act in the Official Journal of the European Union, and it's set to rewrite the rulebook for how businesses use AI. But what does this mean for recruiters and employers? Let's break it down into bite size chunks. First, let's be clear: this isn't some obscure tech regulation. It's a sweeping law that will affect any company using AI in the EU, including those in recruitment and HR. If you're using AI to sift through CVs or conduct video interviews, you need to sit up and take notice. The Act takes a risk-based approach, categorising AI systems based on their potential impact. Many recruitment tools could (more than likely) be classed as 'high-risk' because they influence people's job prospects and, by extension, their livelihoods. This classification brings with it stringent requirements. For recruiters and employers, the implications are significant. You'll need to ensure your AI tools meet new standards for fairness and transparency. Can you explain how your AI makes decisions? You'll need to. Are you certain it's not discriminating against candidates? You'll have to prove it. The Act also raises the stakes on data protection. If you're handling candidate data, the rules are about to get tighter. And if you're using AI to make hiring decisions, you might need to introduce human oversight. The penalties for getting this wrong are severe. Fines could reach €30 million or 6% of global turnover, whichever is higher. It's a figure that should make any business pause for thought, as they did with the introduction of GDPR. But it's not all doom and gloom. The Act includes measures to support innovation, particularly for smaller businesses. Companies that adapt quickly could gain a competitive edge, positioning themselves as trustworthy and ethical in an increasingly AI-driven job market. So, what's the bottom line? If you're in recruitment or HR and you're using AI, you need to act now. Review your tools, understand the new rules, and start planning for compliance. This isn't just about ticking regulatory boxes; it's about maintaining trust with candidates and employees in a world where AI is increasingly making decisions that affect people's lives. The question is: are you ready for it? As we've seen, the timeline for implementation is staggered. Within six months, prohibitions on high-risk practices will be enforced. By the one-year mark, we'll see the appointment of oversight authorities. And within two years, stringent obligations for high-risk AI systems will come into play. That’s my look at the EU AI Act and its implications for recruitment. The clock is ticking. It's time for recruiters and employers to prepare for a new era of AI regulation. Keith Rosser Lord Holmes Better Hiring Institute (BHI) Tania Bowers APSCo

Enhance your recruitment process with compliant AI practices. Discover how to navigate GDPR and EEOC regulations, reduce bias, and ensure ethical AI use. Let's build a fairer, more inclusive hiring process. https://hubs.ly/Q02V4P370

Hannah Mahon and Gayle McFarlane, partners at Eversheds Sutherland, outline the legal risks when using artificial intelligence during the hiring process, and how these can be mitigated Described as a ‘game changer’ in recruitment efficiency, the increase in the use of AI-enabled tools in recruitment is just one of many uses of technology being seen across all stages of the process, from the sourcing of candidates through to selection and onboarding A patchwork of legal regulation exists in the UK that can be applied to seek to mitigate some of the risks that have been associated with the use of AI-enabled tools in employment, including equality and data protection laws, alongside a cross-sectoral, principles-based framework In other jurisdictions, including the EU and US, steps have been taken to specifically regulate the use of AI in the employment context, and there is active pressure for the UK to similarly do so Recruitment is an area that has seen particular focus, most recently resulting in the Department for Science, Innovation and Technology (DSIT) publishing guidance on Responsible AI in recruitment: Guidance Given the frequency of use of AI technology in the recruitment industry and its intrinsic use of personal data, it is easy to see why this is an area that has been identified as particularly susceptible to risks For example, the use of algorithms to carry out pre-screening of candidates has become the norm in the industry. When algorithms or machine learning are used in this way, any bias within such processes risks codifying and perpetuating a cycle of biased decision making in future recruitment Aside from the discrimination risks when personal data is collected and analysed using AI, there are data privacy risks too. Transparency is a key component of data protection and such collection and analysis are often invisible, while potentially leading to significant adverse effects The UK GDPR provisions address these risks to an extent, including by giving employees the right not to be subject to significant decisions based solely on automated processing (subject to a few exceptions) and ensuring that employees are given meaningful information about the logic involved, as well as the significance and the envisaged consequences of such processing In many cases this right will not apply, because there will be some human influence on the outcome, as final decisions are commonly verified before being applied. This human influence must be meaningful and may require staff who are appropriately trained and authorised to override the AI While the potential benefits of AI in recruitment are significant, it is important not to overlook the legal framework and the evolving landscape around transparency and fairness. That can only be achieved with a detailed understanding of the technology and how decisions are being made, which requires detailed due diligence at the outset. [People Management] #recruitment #ai

If you are planning to use Artificial Intelligence in recruitment you will want to read this. #AI #Foley #recruitment

Hannah Mahon and Gayle McFarlane, partners at Eversheds Sutherland, outline the legal risks when using artificial intelligence during the hiring process, and how these can be mitigated Described as a ‘game changer’ in recruitment efficiency, the increase in the use of AI-enabled tools in recruitment is just one of many uses of technology being seen across all stages of the process, from the sourcing of candidates through to selection and onboarding A patchwork of legal regulation exists in the UK that can be applied to seek to mitigate some of the risks that have been associated with the use of AI-enabled tools in employment, including equality and data protection laws, alongside a cross-sectoral, principles-based framework In other jurisdictions, including the EU and US, steps have been taken to specifically regulate the use of AI in the employment context, and there is active pressure for the UK to similarly do so Recruitment is an area that has seen particular focus, most recently resulting in the Department for Science, Innovation and Technology (DSIT) publishing guidance on Responsible AI in recruitment: Guidance Given the frequency of use of AI technology in the recruitment industry and its intrinsic use of personal data, it is easy to see why this is an area that has been identified as particularly susceptible to risks For example, the use of algorithms to carry out pre-screening of candidates has become the norm in the industry. When algorithms or machine learning are used in this way, any bias within such processes risks codifying and perpetuating a cycle of biased decision making in future recruitment Aside from the discrimination risks when personal data is collected and analysed using AI, there are data privacy risks too. Transparency is a key component of data protection and such collection and analysis are often invisible, while potentially leading to significant adverse effects The UK GDPR provisions address these risks to an extent, including by giving employees the right not to be subject to significant decisions based solely on automated processing (subject to a few exceptions) and ensuring that employees are given meaningful information about the logic involved, as well as the significance and the envisaged consequences of such processing In many cases this right will not apply, because there will be some human influence on the outcome, as final decisions are commonly verified before being applied. This human influence must be meaningful and may require staff who are appropriately trained and authorised to override the AI While the potential benefits of AI in recruitment are significant, it is important not to overlook the legal framework and the evolving landscape around transparency and fairness. That can only be achieved with a detailed understanding of the technology and how decisions are being made, which requires detailed due diligence at the outset. [People Management] #recruitment #ai

The rapid advancement of gen AI is reshaping how we approach hiring, but it comes with a huge responsibility. We need to be fair, responsible, ethical and transparent. Recently, the All-Party Parliament Group convened to discuss these challenges. Industry experts, employers, academics, and legal professionals weighed in on a draft of a best practice guide for AI in hiring. Read more: https://bit.ly/3wGbWk2 #Recruitment #AI #SalesJobs

The DSIT Guidance for the responsible use of AI in recruitment is an interesting read. There are real risks AI systems will increase unfair bias and discrimination against applicants, and contribute toward the digital exclusion of certain groups. It is important businesses have the right checks and balances in place.

As #artificial #intelligence (“AI”) #technologies become more ubiquitous and advanced, both the #advantages and potential risks they pose for employers continue to grow as well. This is especially true with regard to the use of generative #AI – that is, AI that can generate original content based on data patterns. This type of AI can produce original images, text, music and designs, among other things. With the rising use of AI, we are seeing a corresponding rise in #legislation, guidance and litigation addressing the use and consequences of AI. One area where this is increasingly common is the employment sphere. AI in the Employment Cycle More and more, #employers are using AI in various aspects of the employment cycle. Recruitment is one of the stages when AI is used most, including through resume screening, video interviews, pre-employment assessment and automated candidate services. During employment, AI may be used in various ways, such as automated employee service, skill development, performance management and in various everyday work tasks. https://lnkd.in/gw2JkArJ #law #lawfirmmarketing #lawnmaintenance #centrik #centriksocial #linkedin #linkedincommunity #linkedinengagement #linkedincontent #article #articlewriting #articles #2024trends #lawfirmmanagement #lawyers #lawyer #lawfirms #lawsuits #LegalEvidence