Month: August 2023

Update: NYC AI Audit Law (Local Law #144)

Posted on by Isabelle Bichler

As of July 2023, Local Law #144 in New York City is in full effect for enterprises using Automated Employment Decision Tools (AEDT) to assist in hiring decisions. The complete rollout of the new regulation includes punitive enforcement for those found in disagreement with the law.

Given the prospect of a civil penalty for non-compliance, HR leaders are well-advised to keep up to speed on specific requirements of the law, starting with AEDT audits. The law mandates that:

  • AEDT system audits be conducted by an independent entity
  • Summarized audit results be posted on the employer’s website
  • Alternative selection processes or accommodations be provided to job candidates who opt out of AEDT-assisted selection

Despite being known as a NYC-based law, Local Law 144 has generated questions about its actual domain. The geographical guidelines now clarify: 

  • If the role is located in New York City: A bias audit and notice must be sent to NYC residents
  • If the role is located outside of New York City: A bias audit and notice are not required
  • If the role is fully remote but the company has only a New York City office: A bias audit and notice must be sent to NYC residents
  • If the hiring company does not have an office in New York City: A bias audit and notice are not required
  • If the hiring company has offices both in and outside of New York City: Specifics of the role will dictate the need for a bias audit and notice

To break the law down further, let’s start with a few, tangible moves HR leaders and Talent Acquisition specialists can make now to plan for Local Law 144 compliance:

  1. Conduct internal assessments to find out what tools are currently being used that may qualify as an AEDT
  2. Build an inventory and tracking plan for identified AEDTs, including where and how they’re used
  3. Monitor and track AEDT performance, including data input and outcomes, to test accuracy
  4. Develop policies and procedures for storing demographic and selection data needed for AEDT audits
  5. Create a compliance team of HR leaders, legal advisors and tech representatives to prepare or adapt compliance disclosures 

As stewards of Responsible AI, we at retrain.ai are keenly aware that the issues raised by Local Law #144 directly impact the talent intelligence space. Automated, accelerated, bias-free hiring processes powered by innovative technology act as the key to growing and supporting a diverse and inclusive workforce; Responsible AI is the key to reaching DEI goals and remaining compliant.

If your organization is considering integrating an AI-driven solution into your HR tech stack, be sure to check out our Buyer’s Guide to Talent Intelligence to learn more about what to look for, what questions to ask, and how to engage your teams in the process. 

 

retrain.ai is a Talent Intelligence Platform designed to help enterprises hire, retain, and develop their workforce, intelligently. Leveraging Responsible AI and the industry’s largest skills taxonomy, enterprises unlock talent insights and optimize their workforce effectively to hire the right people, keep them longer and cultivate a successful skills-based organization. retrain.ai fuels Talent Acquisition, Talent Management and Skills Architecture all in one, data-driven solution. To see it in action, request a demo.

Announcing the retrain.ai Partnership Program

Posted on by retrain.ai

NYC / August 9, 2023 – retrain.ai, a leading AI-driven Talent Intelligence Platform, has announced the launch of an exclusive Partner Program available to consulting and recruiting firms. The company describes its new offering as a way for exclusive partnership with premier firms to bring their prospects and clients into the future of work with an AI-fueled, data-driven understanding of what they need to become a Skills-Based Organization.

The company uses a data driven, Responsible AI-driven operating model using billions of data points to help enterprises achieve a Skills-Based modality. 

“Becoming a Skills-Based Organization is the key to success for today’s enterprise HR leaders, but many don’t know where to start. When they ask a consultant for guidance on transforming to an SBO model they may get information, but not the tools they need to get started,” says retrain.ai Co-founder and COO Isabelle Bichler-Eliasaf. “We provide those tools, along with the expertise to optimize them for success.”

To accomplish this, retrain.ai centralizes data to create an adherent skills strategy to unify and standardize data sets to remove silos within HR functionalities.  This unified data set, paired with the company’s Responsible AI, equips HR’s to move faster and with more agility and efficiency. The platform continuously updates to eliminate future skills gaps within the organization where it is already implemented. 

Consultants in the retrain.ai Partner Program will have access to the talent intelligence platform’s Skills Architecture module to generate a skills-map of an enterprise client’s workforce, including unified skills language and agreed-upon job architecture. With better visibility into their employees’ strengths and skill gaps, HR leaders can spot hidden talent, reveal internal mobility opportunities and deploy talent efficiently during times of rapid change.

“Our platform provides HRs with a comprehensive understanding of their workforce and the right data to align with organizational goals,” says Bichler-Eliasaf. “Once our partner consultants provide their enterprise clients with a comprehensive skills catalog of the core competencies, technical proficiencies, and soft skills needed for each role in their organization, they can begin to strategize an SBO operating model.”

 

retrain.ai is a Talent Intelligence Platform designed to help enterprises hire, retain, and develop their workforce, intelligently. Leveraging Responsible AI and the industry’s largest skills taxonomy, enterprises unlock talent insights and optimize their workforce effectively to hire the right people, keep them longer and cultivate a successful skills-based organization. retrain.ai fuels Talent Acquisition, Talent Management and Skills Architecture all in one, data-driven solution.

Navigating The Promise And Peril Of Generative AI In HR

Posted on by Dr. Shay David

This article originally appeared in Forbes.

Language has long been the bedrock of our human world; it’s the collective operating system that powers the way we think, feel, interact and make sense of our surroundings. But with the rapid advancements in artificial intelligence (AI), language has also become a crucial interface bridging the gap between humans and machines. Particularly in the HR sector, this evolution comes with both significant opportunities and challenges.

Generative AI, designed to create content that mirrors humanlike patterns of speech and writing, is already beginning to transform HR operations. Leveraged responsibly, it has the power to augment the employee and candidate experience significantly, specifically enabling organizations to identify, attract and retain the best talent effectively while also supporting diverse workforce growth. Conversely, misuse or misunderstanding of these tools can lead to significant pitfalls, from spreading misinformation to challenging trust, authenticity and identity altogether.

The Promise Of Generative AI In HR

Firstly, let’s consider the potential benefits. Generative AI offers unprecedented efficiency and accuracy and can enable the automation of routine HR tasks like screening résumés, answering frequently asked questions and scheduling interviews. This automation not only saves HR professionals’ valuable time but also minimizes the risk of human error, enhancing the fairness and accuracy of these processes.

Organizations are increasingly taking advantage of generative AI for these specific action items in the pre-employment phase. In a recent Littler study, among respondents whose organizations said they are deploying AI and data analytics in workforce management, nearly 70% reported using AI and analytics tools in the recruiting and hiring process.

Secondly, generative AI is a potent tool for improved decision-making. By analyzing patterns and predicting trends, it can generate actionable insights to empower more informed HR decisions. For instance, a generative AI solution could help identify which candidates are most likely to excel in specific roles or flag employees who might be on the verge of seeking new opportunities.

Lastly, generative AI can personalize the HR experience. By understanding individual preferences and needs, it can tailor communications and recommendations, offering a more customized, engaging experience for employees and candidates alike.

The Perils Of Generative AI In HR

However, the advent of generative AI in HR is not without its hazards, most notably the significant risk of misinformation. So concerning is this risk that according to Gartner, by 2027, 80% of enterprise marketers will establish a dedicated content authenticity function to combat misinformation and fake material.

In HR, for example, this could mean an AI system inadvertently disseminates incorrect or outdated information about a company’s policies or job roles, leading to a ripple effect of confusion and potentially serious legal complications.

In addition, bias remains a thorny issue. AI models learn from existing data, which may unintentionally reflect historical biases. Without careful management, these AI systems have the potential to perpetuate these biases, leading to skewed hiring or promotional decisions.

Moreover, privacy and trust are critical concerns. The use of AI in HR often involves collecting and analyzing personal data, which raises privacy questions. As has been emphasized by increasing AI regulations, organizations need to be transparent about their AI usage and take robust measures to protect employee and candidate data.

Lastly, the issue of authenticity and identity cannot be ignored. The line between human and machine interactions becomes blurry with AI. If a candidate interacts with a generative AI system during the recruitment process, they may question whether their responses are genuinely understood or valued. Again, the onus is on the organization to quell these concerns as part of transparent candidate communications.

Navigating The AI Landscape In HR

As we traverse this new landscape, it’s essential to use generative AI tools in HR responsibly. Transparency, fairness and privacy should be the cornerstones of any AI implementation strategy. It’s also crucial to recognize that AI does not make for a “set it and forget it” scenario. Organizations must continually monitor and adjust AI systems to prevent the potential spread of misinformation and the unintended perpetuation of bias.

The future of HR is undeniably intertwined with generative AI. Despite its many benefits, there is still no substitute for the human touch, especially in a field as people-centric as HR.

As we integrate these powerful tools into our HR practices, we must do so with our eyes wide open, keeping in mind that AI should augment human capabilities, not replace them. Maintaining this balance is key to harnessing the promise of AI while avoiding its perils.

 

retrain.ai is a Talent Intelligence Platform designed to help enterprises hire, retain, and develop their workforce, intelligently. Leveraging Responsible AI and the industry’s largest skills taxonomy, enterprises unlock talent insights and optimize their workforce effectively to hire the right people, keep them longer and cultivate a successful skills-based organization. retrain.ai fuels Talent Acquisition, Talent Management and Skills Architecture all in one, data-driven solution. To see retrain.ai in action, book a demo.