Vendors of AI-driven video interview and resume-screening tools are facing increased pressure to prove their systems don’t discriminate against protected groups. Several jurisdictions now require independent bias audits before automated hiring tools can be used on candidates, and more are considering similar rules.<\/p>\n
In response, a number of ATS and screening vendors have begun publishing audit summaries and adding “explainability” features that show recruiters which factors influenced a candidate’s score. Some vendors are also giving candidates the option to request a human review of an automated decision.<\/p>\n
HR and compliance teams say the extra transparency is a welcome step, but note that keeping up with a patchwork of state and local disclosure rules is becoming a real administrative burden for multi-state employers.<\/p>\n","protected":false},"excerpt":{"rendered":"
Vendors of AI-driven video interview and resume-screening tools are facing increased pressure to prove their systems don’t discriminate against protected groups. Several jurisdictions now require independent bias audits before automated hiring tools can be used on candidates, and more are considering similar rules. In response, a number of ATS and screening vendors have begun publishing […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3],"tags":[],"class_list":["post-61","post","type-post","status-publish","format-standard","hentry","category-ats-recruiting-tech"],"yoast_head":"\n