by Sarah Woolston, J.D., CalChamber Employment Law Subject Matter Expert; Matthew J. Roberts, J.D., CalChamber Associate General Counsel for Labor and Employment; Jessica Mulholland, Managing Editor, CalChamber
In 2023, artificial intelligence (AI) — defined by McKinsey & Company as a machine’s ability to perform the cognitive functions we associate with human minds — has dominated the news media, indicating its growing popularity and prevalence in today’s world, including the workplace.
In addition to assisting employers by automating repetitive tasks, solving problems and handling data analysis, AI programs also have made their way into the recruiting and hiring process. In fact, a recent Harvard Business School study found that workers who used AI completed tasks more efficiently. More specifically, these workers:
But using AI or AI-powered programs in recruiting and hiring efforts may lead to ethical or legal issues if it results in bias or discrimination at the employment lifecycle’s outset — even if they don’t explicitly exclude candidates based on a protected class.
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