AI in Hiring: The Rules Are Already Here

If you use AI anywhere in hiring — resume screening, video interview scoring, automated scheduling that filters candidates — you're operating in one of the most regulated corners of AI. New York City requires bias audits for automated hiring tools. Illinois restricts AI in employment decisions. More states are following.

The pattern underneath is consistent. Test the tool for bias before you deploy it, and keep testing. Tell candidates when AI is evaluating them. Keep records of what the tool decided and why. And make sure a human can override it.

Hiring is where AI's promise and peril meet most directly: faster screening, but at the risk of laundering old biases into new software. The regulators noticed. Act like they're watching, because in some places, they are.

I explain frameworks; I don't give legal counsel.