Many employers are exploring the use of artificial intelligence in various employment procedures, including sourcing, recruiting, screening, interviewing, and hiring. We advise employers on developing a process for keeping up with and vetting AI tools. We also assist employers in ensuring the efficacy of their AI tools in properly assessing their particular use case (i.e., screening, recruiting, assessing qualifications and predicted success in the role, and selection for interview and other steps in the hiring process).

The states are taking different approaches to the regulation of the use of AI. Many jurisdictions have disclosure and consent requirements, others mandate audits of the tools, and some require that the tools be formally validated to ensure that they are job-related and consistent with business necessity.

We regularly work with industrial organizational psychologists to assist employers in validating selection procedures. We work with the experts to ensure that their studies align with established standards for validating employment selection procedures, including the Uniform Guidelines on Employee Selection Procedures (UGESP), the Society for Industrial Organizational Psychology's (SIOP) Principles for the Validation and Use of Personnel Selection Procedures, and SIOP's Considerations and Recommendations for the Validation and Use of AI-Based Assessments for Employee Selection.

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