As AI technology evolves and the public and businesses become more aware of AI, more and more companies are trying to involve AI in company decisions, such as in recruitment. AI algorithms can do a lot, from targeted job ads, resume screening, and even analyzing an interviewer’s facial expressions in a video interview.
But the whole process is opaque to the interviewer, and the party evaluated by the algorithm does not know how the system is classified, graded, and sorted. In addition to the interviewer’s knowledge, it is doubtful whether the algorithm will introduce additional bias and make the interview process unfair. The Artificial Intelligence Video Interview Act, which will be implemented in Illinois from January 1, 2020, intends to begin the process.
The bill is the first of its kind in any U.S. state. The goal of the bill is to give interviewers a better understanding of how these AI-based interview tools work. Specifically, the bill has three basic requirements:
If the business wants to use a DI tools to evaluate the match between an interviewer and a position, the firm must explicitly inform the interviewer.
Businesses also need to explain to interviewers how these AI tools work and what common personality traits they use as a basis for judging
To protect the interviewer’s privacy, only someone with sufficient expertise or technical knowledge can look back at the interview video after the interview, and if the interviewer requests it, the company must delete all videos of the interviewer within one month of the request.
The bill may seem like a positive step, but in practice, it’s a very limited range of AI types and no requirement seeking how companies use AI, and it’s hard to say how effective it will be.
Aaron Rieke, executive director of Upturn, a non-profit group that focuses on technology use and human rights, told the media: “This has done very little for the recruitment process as a whole. “The bill talks about the AI tools used to analyze video, but the AI tools used to evaluate interviewers go far beyond those related to video analytics. And the bill doesn’t guarantee that when you ask that aDI tools not evaluate you, the business will be fair enough to consider whether you’re in a position. “So if you ask for the rights in the bill, and the price you pay is that you might not be considered by businesses at all, it won’t do much of a difference.” “Beyond that, the firm’s interpretation of AI tools can be broad and highly abstract, and does not help the interviewer build a better understanding.”