Use AI in hiring without walking into a lawsuit
Audits AI-enabled sourcing, screening, and interview tools for transparency, adverse impact risk, documentation, and monitoring needs.
Create a skill called "AI Selection Compliance Check". Inputs: - List of AI/automation used in recruiting (resume screeners, chatbots, video analysis, ranking, etc.) - Where it is used (stage and decision type) - Vendor claims or documentation (if available) - Whether candidates can opt out or request accommodation Output: 1) Risk assessment by stage (low/medium/high) with rationale 2) Documentation checklist: - what the tool does - what data it uses - who reviews outcomes - how decisions are audited 3) Adverse impact monitoring plan (what metrics to track) 4) Candidate transparency language (plain English disclosure) 5) Accommodation workflow prompt (what to do if disability impacts AI evaluation) Do not give legal advice. Provide a compliance-oriented checklist and escalate high-risk items to counsel.
List every AI/automation tool in your recruiting stack and where it's used.
The skill assesses risk by stage and builds a documentation and monitoring plan.
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