Using AI technologies in recruitment: is it fair and transparent?
- 03 June 2024
- Employment
In a rapidly evolving digital landscape, where artificial intelligence (AI) plays an increasingly pivotal role in HR and recruitment processes, ensuring responsible and ethical implementation is paramount. Recognising this imperative, the Department for Science, Innovation and Technology (DSIT) has on 25 March 2024 released comprehensive guidance, tailored to the HR and recruitment sector.
Developed collaboratively with key stakeholders including the Information Commissioner’s Office (ICO), Equality and Human Rights Commission (EHRC), and Recruitment and Employment Confederation (REC), this guidance addresses the pressing need for clearer frameworks amidst evolving regulatory landscapes, as it identifies potential ethical risks when using AI in recruitment.
The guidance begins by elucidating the multifaceted landscape of AI application in HR and recruitment. It underscores the pervasive influence of AI-enabled technologies throughout the recruitment process, from candidate sourcing to selection, while highlighting inherent risks such as unfair bias and digital exclusion.
According to DSIT’s guidance, the five regulatory principles below, identified in the government’s AI white paper, should be what AI systems achieve:
To operationalise these principles, DSIT delineates a comprehensive suite of assurance mechanisms across various stages of AI adoption:
DSIT’s guidance marks a significant milestone in fostering responsible AI adoption in the HR and recruitment sector.
The guidance provides meticulous insights into each phase of AI adoption:
DSIT’s guidance marks a significant milestone in fostering responsible AI adoption in the HR and recruitment sector. By equipping stakeholders with actionable insights and robust assurance mechanisms, it paves the way for ethical AI integration while mitigating risks of bias and discrimination. As organisations navigate the evolving AI landscape, adherence to these principles and practices will be instrumental in fostering trust, transparency, and equity in recruitment processes.
If your organisation uses AI in recruitment, you should consider whether this is a type of automated process under the UK GDPR, and whether you must complete a DPIA to ensure your AI system is legally compliant and demonstrate that you have mitigated any high risks.
If you need help with any of the matters mentioned in this article, speak to one of our experienced data protection lawyers.
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Disclaimer
This information is for guidance purposes only and should not be regarded as a substitute for taking legal advice. Please refer to the full General Notices on our website.