The Artificial Intelligence Video Interview Act: What You Need to Know

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Recruiters beware and be prepared. New laws have recently come into effect policing the use of artificial intelligence (AI) in video interviewing. Here's how they could affect your recruiting efforts. Technology helps recruiters collect, organize and store enormous amounts of information about job applicants all over the world. Workflow automation, the cloud and search functionalities are just some examples of software that make recruiters' lives easier.


New Artificial Intelligence Law for Illinois Employers in January 2020 Lexology

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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.


AI used for first time in job interviews in UK to find best applicants

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Artificial intelligence (AI) and facial expression technology is being used for the first time in job interviews in the UK to identify the best candidates. Unilever, the consumer goods giant, is among companies using AI technology to analyse the language, tone and facial expressions of candidates when they are asked a set of identical job questions which they film on their mobile phone or laptop. The algorithms select the best applicants by assessing their performances in the videos against about 25,000 pieces of facial and linguistic information compiled from previous interviews of those who have gone on to prove to be good at the job. Hirevue, the US company which has developed the interview technology, claims it enables hiring firms to interview more candidates in the initial stage rather than simply relying on CVs and that it provides a more reliable and objective indicator of future performance free of human bias. However, academics and campaigners warned that any AI or facial recognition technology would inevitably have in-built biases in its databases that could discriminate against some candidates and exclude talented applicants who might not conform to the norm.


AI used for first time in job interviews in UK to find best applicants

#artificialintelligence

Artificial intelligence (AI) and facial expression technology is being used for the first time in job interviews in the UK to identify the best candidates. Unilever, the consumer goods giant, is among companies using AI technology to analyse the language, tone and facial expressions of candidates when they are asked a set of identical job questions which they film on their mobile phone or laptop. The algorithms select the best applicants by assessing their performances in the videos against about 25,000 pieces of facial and linguistic information compiled from previous interviews of those who have gone on to prove to be good at the job. Hirevue, the US company which has developed the interview technology, claims it enables hiring firms to interview more candidates in the initial stage rather than simply relying on CVs and that it provides a more reliable and objective indicator of future performance free of human bias. However, academics and campaigners warned that any AI or facial recognition technology would inevitably have in-built biases in its databases that could discriminate against some candidates and exclude talented applicants who might not conform to the norm.


Is the Use of Artificial Intelligence in the Employee Application Process Worth the Risk? JD Supra

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As companies increasingly look to artificial intelligence ("AI") solutions to streamline their business practices, a new area has popped up: the use of artificial intelligence in analyzing videos of job interview applicants. For companies with tremendous volumes of job applicants, AI can be helpful in sorting through the applicant pool to narrow down the applicants who companies may want to bring in for in-person interviews or hire. As with most things technology, the laws are struggling to keep up with the rapid pace of innovation. However, Illinois continues to lead the nation in increasingly regulating the use of advancing technology. Though riddled with undefined terms and ambiguities, the Illinois Artificial Intelligence Video Interview Act (the "Act")--effective January 1, 2020--requires businesses who utilize AI to evaluate job applicants' video interviews to provide notice and obtain prior consent before doing so, and includes restrictions on video sharing and retention.