The first AI interview Act is implemented in Illinois, USA. Is it as simple as that to protect the rights of interviewers?

2020-01-03 08:17 introduction: AI does not necessarily bring less problems than benefits

With the gradual development of AI technology, the public and enterprises know more and more about AI, and more and more enterprises are trying to make AI participate in the company's decision-making, such as recruitment. The AI algorithm can do a lot of things, including targeted promotion of job advertisements, resume screening, and even analyzing the interviewer's facial expressions in a video interview.

However, 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 uninformed knowledge of the interviewer, it is also doubtful whether the algorithm will introduce additional bias and make the interview process unfair. The artificial Intelligence Video interview Act (Artificial Intelligence Video Interview Act), which was implemented in Illinois on January 1, 2020, intends to intervene in this process.

The bill is the first of its kind in all states in the United States. 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 company wants to use the AI tool to evaluate the degree of match between the interviewer and a position, then the company must clearly inform the interviewer.

Companies also need to explain to the interviewer how these AI tools work and what common personality traits they use as a basis for judgment.

To protect the privacy of the interviewer, only people with sufficient professional or technical knowledge can review the interview video after the interview, and if the interviewer makes a request, then the company must delete all videos of the interviewer within one month of the request.

This bill seems to be a positive step, but in fact, the bill aims at a very limited number of AI types, and it does not make any requirements on how companies use AI, so it is difficult to say to what extent the implementation of this bill will play a practical role.

Aaron Rieke, an executive at Upturn, a non-profit organization that focuses on the use of technology and human rights, told the media: "this can play a very small role in the entire recruitment process." The bill talks about the AI tools used to analyze videos, but the AI tools used to evaluate interviewers go far beyond those related to video analysis. And the bill does not guarantee that companies will fairly consider whether you are qualified for the position when you ask not to be judged by AI tools. "so, if you claim the rights in the bill, the price is that it may no longer be considered by the company at all, the bill will not make much difference." In addition, the enterprise's interpretation of AI tools may be broad and highly abstract, which does not help the interviewer to build a better understanding.

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