What You Need to Know About NYC’s AEDT Regulations
In an era where AI and machine learning have streamlined everything, including hiring processes, the balance between efficiency and equity comes into question. With algorithms, machine learning, and statistical modeling defining who gets hired or promoted, are these decisions genuinely fair? How can we ensure these technological advances don’t harbor biases or injustices? New York City has responded to these concerns by introducing new regulations on using Automated Employment Decision Tools (AEDTs) in 2023.
What are AEDTs?
Let’s start by explaining what exactly Automated Employment Decision Tools (AEDTs) are. Under New York City’s new regulations, AEDTs refer to a broad spectrum of automated tools that utilize AI, algorithms, machine learning, or statistical models to assist or even make hiring and promotion decisions.
Examples of AEDTs Available in the Market
To better understand what AEDTs are and how they function, let’s delve into some examples of commercially available automated employment decision tools (AEDTs) that employers can purchase:
- HireVue: Offers AI-driven video interview analysis, assessments, and candidate intelligence tools.
- Pymetrics: Uses neuroscience games and AI to match candidates’ cognitive and emotional traits to job requirements.
- Talvista: Uses natural language processing to scan resumes and job descriptions to rank algorithmically and shortlist candidates that best fit the job qualifications.
- Ideal: Produces automated candidate scores and rankings using machine learning algorithms trained on employers’ past hiring data and patterns.
- Traitify: Invites candidates to participate in an online personality test. Based on the responses, the AI generates "Traitify scores" that evaluate various personality attributes such as curiosity, discipline, and cooperation.
- Fama: Automates reference checks by using AI to schedule calls, ask standardized questions, and analyze sentiment in referee responses.
- Talview: Offers AI-powered video interviews, live proctoring, facial recognition, speech analytics, and other automated candidate assessment tools.
Reasons for Introducing NYC’s AEDT Law
But why did New York City decide to introduce this law? The concern is that these so-called "black-box" algorithms could introduce, amplify, or even conceal biases. Without proper auditing, these biases could go unchecked.
Automated Employment Decision Tools (AEDT) Law: Key Questions Answered
Alright, now that we understand what AEDTs are, let’s delve into the law itself. In the following section, you’ll find answers to some crucial questions. We hope they will help you easily arrange your understanding and navigate this complex topic.
7 Steps to Evaluate Your Compliance with NYC’s AEDT Regulations
If you’re using Automated Employment Decision Tools (AEDTs) for hiring or promotions that affect jobs in New York City, here are some steps you can take to evaluate your compliance:
- Review the bias audit methodology.
- Examine the biased audit results.
- Assess the adequacy of data.
- Check candidate notification practices.
- Review algorithmic fairness policies.
- Document your selection process.
- Seek legal guidance if needed.
Need Help Navigating AEDT Compliance?
Evaluating your compliance with NYC’s AEDT regulations can seem complex and daunting. However, rest assured. You don’t have to navigate these waters alone. At DLabs.AI, we are well-equipped to guide you through these new requirements. We understand the AI landscape and the intricacies involved and are dedicated to providing solutions that meet regulatory standards and uphold the highest ethical practices. Don’t hesitate to reach out if you’re uncertain or want to ensure you’re on the right track. We offer free consultations with our AI experts, who can provide clarity and dispel any doubts. Schedule your consultation today and move forward with confidence in the realm of AI and hiring.
