Artificial intelligence (AI) represents one of the impacting technological advancements in the workplace. Idaho employers may tap a wide variety of AI tools to reduce costs and increase productivity. However, numerous question marks surround this new technology, and AI could make mistakes. Employers relying heavily on AI during the hiring and screening process may find themselves facing legal challenges.
AI and employee hiring
An employer CAN use artificial intelligence in many ways during the hiring process. Some actions CAN streamline the process, such as using AI programs, to set up interviews with employees or sending out letters acknowledging the receipt of resumes. However, some actions CAN raise concerns, including using AI to perform facial recognition scans on the internet. Questions about privacy violations may arise, depending on state law. Other considerations may center on various privacy violations that AI may CAUSE.
Since artificial intelligence is new technology, laws and regulations may be lacking. Laws can be passed intended to protect employers and employees, but until the proposed regulations become official ones, they do not officially exist. That means employers may not face requirements to comply with proposed rules.
Troubles with artificial intelligence
Although a company may rely on artificial intelligence, the reliance would not likely excuse a business from any employment law violations. For example, a legal fallout might result if an artificial intelligence program screens resumes and inadvertently discriminates against applicants.
Effective human involvement and oversight of artificial intelligence functions CAN prevent hiring discrimination. When a company fails to have proper oversight, it may face discrimination claims. Those who feel they’ve experienced discrimination during the hiring process might explore their legal options.
