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March 15, 2024

Generative AI in Recruiting: Key Insights from EEOC Commissioner Keith Sonderling


At our most recent Annual Members Meeting, United States EEOC Commissioner, Keith Sonderling, joined Veris Insights Co-Founder & CEO, Carter Bradley, for a fireside chat to speak about some of the trends he’s seeing within the recruiting ecosystem. This is a summary of their conversation on the use of AI in recruiting.


 

In the realm of Human Resources, the advent of Generative Artificial Intelligence (AI) sparks both excitement and apprehension, especially in Talent Acquisition. While interest in the power of generative AI in recruiting grows, it’s crucial to understand its implications. 

Balancing AI’s Potential with Reality

The landscape of AI in Talent Acquisition is bustling with promises of revolutionizing recruitment processes. Already, AI technology has proven to be a game-changer, leading a myriad of vendors to promote their platforms as the cure-all for diversity, equity, and inclusion challenges. Each boasts of their platform’s abilities to deliver top-tier candidates with sophisticated algorithms. However, amidst the allure of innovation, Commissioner Sonderling encourages Talent Acquisition leaders to discern reality from the rhetoric. 

It’s not merely about integrating the technology, but rather defining its purpose and ensuring alignment and compliance with longstanding civil rights laws and regulations enforced by bodies like the Equal Employment Opportunity Commission (EEOC). It’s ultimately the employers using AI, not their vendors, who are liable for any noncompliance, Commissioner Sonderling notes.

Mitigating AI Bias and Discrimination Risks

One of the foremost concerns surrounding generative AI in recruiting is the potential for perpetuating bias and discrimination. Despite its touted objectivity, AI technologies are not immune to inheriting (and even amplifying) the same human bias they’re designed to eliminate. From reinforcing status quo biases to facilitating discriminatory advertising, the ramifications can be profound and far-reaching. AI is only as effective and ethical as the data to which it is anchored. 

Commissioner Sonderling advises organizations to proactively mitigate the risks of bias and discrimination associated with AI implementation. This necessitates a deep understanding of the technology, rigorous vetting of vendors, and an establishment of robust governance frameworks to safeguard against unintended consequences.

Advancing Recruiting Practices with AI

While the integration of AI into recruiting processes presents challenges, it also offers unparalleled opportunities for innovation and efficiency. By approaching AI adoption with diligence and foresight, organizations can unlock its full potential as a strategic asset.

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