January 1, 2020, organizations that employ individuals based in Illinois will need to keep in mind the Artificial Intelligence Video Interview Act. This Act sets forth new requirements for video-recorded interviews using AI to analyze such recordings. The law is not limited to just Illinois residents. It applies to applicants for positions based in Illinois. While brief, and without any definitions, the Act requires three things before using AI technology in video interviews.
It's been a busy year for the Illinois General Assembly, which is well on its way to creating the most regulated state in the country when it comes to employment law. We have already seen the Illinois Workplace Transparency Act passed, which will change the way arbitration and confidentiality agreements work, and seen the Illinois Equal Pay Act modified. Now, Illinois has enacted the Artificial Intelligence Video Interview Act (AIVIA), which goes into effect on January 1, 2020. The AIVIA regulates how employers use artificial intelligence to analyze video recordings of job applicants' interviews during the hiring process. Further, employers may not share applicants' video interviews, except with those who necessarily must view the videos to evaluate the applicants' fitness for hire.
On August 9, 2019, Illinois Governor J. B. Pritzker signed into law first-of-its-kind legislation regulating the use of artificial intelligence (AI) in Illinois. As previously reported by Troutman Sanders on June 26, 2019, the Illinois legislature, in what has been described as the most momentous legislative session in decades, passed the privacy statute aimed at regulating an ever-growing issue in HR: the use of AI in the hiring process. With the Governor's signature, the statute will become effective January 1, 2020. While the use of AI in the employment decision-making process might sound futuristic, many U.S. companies already use AI to streamline hiring and make the process more objective, including scanning resumes, scheduling interviews, and recently, actually conducting the first round of job interviews. These AI interviewing programs have different algorithms and methods, but essentially, they measure an applicant's facial expression, word choice, body language, and vocal tone, among other factors.
On January 1, 2020, Illinois' new Artificial Intelligence Video Interview Act (AIVIA) went into effect, meaning Illinois employers must now comply with the law if they use artificial intelligence (AI) to analyze video interviews by job candidates. As we outlined in a prior post, the AIVIA imposes duties of transparency, consent and data destruction on organizations using AI to evaluate interviewees for jobs that are "based" in Illinois. While these concepts may be clear in the abstract, the Illinois law is a lesson in brevity and leaves several key terms undefined (including, for example, the term "artificial intelligence"). Nor is it clear what it means for a position to be "based" in Illinois. As a result, employers using AI-enabled analytics in interview videos must sort through these questions and take other affirmative steps to ensure compliance with the new law.
It's time for employers to start preparing for legislation recently signed into law in Illinois, the Artificial Intelligence Video Interview Act. The new law, which takes effect on January 1, 2020, regulates Illinois employers' use of artificial intelligence (AI) in the interview and hiring process. Under the AI Video Interview Act, employers that record video interviews and use AI technology to analyze applicants' suitability for employment must: Employers that conduct such interviews may not distribute videos to other parties, except as necessary to obtain expert assistance in evaluating a candidate's fitness for a particular position. In addition, an employer has only 30 days to destroy all video copies of the interview if an applicant seeks such destruction. This law highlights a myriad of privacy concerns for employers evaluating the costs and benefits of incorporating AI technology into their hiring practices.