Applying for jobs is hard work. We all know the drill—you polish your cover letter, spruce up an old resume and summon the courage to click send. After that, your career is in the hands of the hiring manager.
Except this isn’t always the case. In many instances, instead of your application being tossed aside by a HR professional, it is actually artificial intelligence (AI) that is the barrier to entry. While this isn’t a problem in itself—AI can reduce workflow by rapidly filtering applicants—the issue is that within these systems lies the probability for bias.
It is illegal in the U.S. for employers to discriminate against a job applicant because of their race, color, sex, religion, disability, national origin, age (40 or older), or genetic information. However, these AI hiring tools are often inadvertently doing just that, and there are no federal laws in the U.S. to stop this from happening.
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