#AIInHiring

Jobma

@jobma.bsky.social

1 week ago

How to Decide Between Two Great Candidates? This guide unveils industry best practices for employers & candidates. Craft a seamless experience, showcase skills & land the job.

Read the complete guide here: www.jobma.com/blog/how-to-...

#SmartHiring #TalentAcquisition #StructuredInterviews #RecruitmentLeadership #AIinHiring #FutureOfWork #HiringDecisions #Jobma

Moonshot Consulting

@gomoonshot.bsky.social

1 week ago

AI in gov hiring has a contract vehicle now. Neuroscale + Carahsoft = agentic AI for Federal TA via SEWP V. EO 14170 is 12 months in. The question isn’t “should we use AI?” — it’s “is your stack secure and can your HR team audit it?” #GovTech #AIinHiring

Computerworld

@computerworld.com

2 weeks ago

Collage with 2 people working on laptops. A Black man types at a desk; an Asian man points up. Gears, books, and building graphics float among the people, set against geometric shapes in teal, orange, and cream.

Agam Shah breaks down how LinkedIn’s new skill validation tools could reshape hiring for millions as AI pressures intensify.
Get the full story: spr.ly/63328hteI0

#ComputerworldNews #AIinHiring #DigitalSkills

Jobma

@jobma.bsky.social

3 weeks ago

Agentic AI engages candidates in real-time, asking adaptive follow-up questions, adjusting tone and complexity for deeper insights.

#AgenticAI #AIinHiring #VirtualInterviewing #RecruitmentSoftware #AIScreening #HiringTechnology #HRTech #HireSmarter

Jobma

@jobma.bsky.social

1 month ago

Agentic AI engages candidates in real-time, asking adaptive follow-up questions, adjusting tone and complexity for deeper insights.

#AgenticAI #AIinHiring #VirtualInterviewing #RecruitmentSoftware #AIScreening #HiringTechnology #HRTech #HireSmarter

AI News Updates

@ai-latestnews.bsky.social

1 month ago

AI adoption reshaping hiring - Morgan McKinley The adoption of artificial intelligence (AI) by employers is reshaping jobs rather than removing them outright, according to a report from recruitment firm Morgan McKinley Ireland.

Is AI in hiring creating new job opportunities or just reshaping existing roles? Discover the latest insights! #AIinHiring

www.rte.ie/news/ireland/2026/0119/1...

Jobma

@jobma.bsky.social

2 months ago

Select the role and difficulty level, review the questions, and save the kit.

#InterviewKits #AIinHiring #RecruitmentAutomation #Jobma #HiringTechnology #StructuredInterviews #SmartHiring

Jobma

@jobma.bsky.social

2 months ago

This offer is available only for those who attend the online demo and sign up by Jan 31, 2026.

Book a demo at the best day/time for you at www.jobma.com.

#EndofYearIncentive #HolidaySeason #HolidayOffer #HRTech #AIinHiring #AgenticAI

Jobma

@jobma.bsky.social

2 months ago

Staying proactive now can save your organization from compliance pitfalls later, while keeping your hiring fair, transparent, and efficient.

#ResponsibleAI #AIinHiring #HRCompliance #EthicalAI #HRTrends2026 #HiringSmart

Jobma

@jobma.bsky.social

2 months ago

Together, these developments signal a shift toward greater accountability, transparency, and oversight as AI becomes more embedded in workforce decision-making.

#AIRegulation #AIinHiring #HRCompliance #EmploymentLaw #HRTrends2026 #ResponsibleAI #AIGovernance #EthicalAI

pro ai news

@proainews.bsky.social

2 months ago

AI in Hiring: What U.S. Employers Must Know About NYC Local Law 144 AI in Hiring: What U.S. Employers Must Know About NYC Local Law 144 As artificial intelligence reshapes recruitment across the United States, New York City has emerged as a regulatory pioneer with Local Law 144. This groundbreaking legislation mandates bias audits for automated employment decision tools (AEDTs), setting a precedent that could transform how American employers approach AI-driven hiring nationwide. Understanding NYC Local Law 144: Core Requirements for U.S. Employers NYC Local Law 144, enacted in 2021 and enforced since July 5, 2023, represents the first comprehensive regulation addressing algorithmic bias in employment decisions. The law applies to any employer or employment agency using automated tools to evaluate candidates or employees for positions within New York City—regardless of where the company is headquartered. What Qualifies as an Automated Employment Decision Tool? An AEDT is any AI-powered system that provides simplified outputs—such as scores, rankings, or recommendations—used to substantially assist or replace human decision-making in hiring or promotions. Common examples include: * Resume screening software that automatically filters candidates * Video interview platforms with AI-powered assessment capabilities * Chatbots conducting initial candidate evaluations * Predictive analytics tools scoring applicant fit * Machine learning algorithms ranking candidates for roles The Three Pillars of Compliance 1. Independent Bias Audits Employers must engage independent third-party auditors to conduct annual bias assessments. These audits evaluate disparate impact across demographic categories, focusing on race, ethnicity, and sex—including intersectional combinations like "Hispanic women" or "Asian men." For binary pass/fail systems, auditors calculate the selection rate: the number of candidates advanced divided by total candidates within each demographic group. For continuous scoring systems, auditors measure the scoring rate—the proportion of candidates scoring above the median within each category. The critical metric is the impact ratio: each group's rate compared to the highest-performing group. Following the traditional four-fifths rule, ratios below 80% may signal potential bias requiring remediation. 2. Transparent Candidate Notification Organizations must provide candidates with at least 10 business days' notice before deploying AEDTs in their evaluation. This notification must clearly specify: * That an automated tool will be used * Which job qualifications and characteristics the AEDT assesses * The types and sources of data collected * The company's data retention policy * Options for alternative assessment methods, where reasonable 3. Public Disclosure of Audit Results Employers must publish audit summaries on the employment section of their websites, including: * The date of the most recent bias audit * Summary of results showing impact ratios by demographic category * The distribution date of the AEDT version audited Geographic Scope: Why All U.S. Employers Should Pay Attention While NYC Local Law 144 technically applies only to positions within New York City limits, its practical impact extends nationwide. Any U.S. employer hiring remote workers who reside in NYC must comply—making this a concern for companies across all 50 states. Moreover, NYC's law signals a broader regulatory trend. Similar legislation is under consideration in Illinois, California, and at the federal level. Forward-thinking employers are treating LL 144 compliance as a template for responsible AI governance that will position them favorably as regulations evolve. Penalties and Enforcement Non-compliance carries tangible consequences. The New York City Department of Consumer and Worker Protection (DCWP) imposes: * $500 fine for first violations occurring on the same day * $500 to $1,500 fines for each subsequent violation * Daily penalties—each day of non-compliance constitutes a separate violation Beyond financial penalties, non-compliance poses significant reputational risks. In an era where candidates increasingly scrutinize employer ethics, failing to address algorithmic bias can damage your employer brand and competitive positioning in talent markets. Practical Compliance Roadmap for U.S. Employers Step 1: Inventory Your AI Tools Conduct a comprehensive audit of your HR technology stack. Identify all systems that could qualify as AEDTs, including applicant tracking systems (ATS), assessment platforms, and interview technologies. Document where and how these tools influence employment decisions. Step 2: Assess Data Availability Determine whether you have the demographic data necessary for bias audits. Many organizations discover gaps in their data collection practices—particularly regarding race and ethnicity—that must be addressed before audits can proceed. Step 3: Select an Independent Auditor Choose qualified third-party auditors with demonstrated expertise in algorithmic fairness assessment. The auditor must be genuinely independent—vendors of the AEDT itself cannot conduct the bias audit. Step 4: Develop Candidate Communication Protocols Create clear, accessible notice templates that explain AEDT usage to candidates. Establish processes for handling alternative assessment requests and document how you respond to candidate concerns. Step 5: Establish Ongoing Monitoring Compliance isn't a one-time event. Implement continuous monitoring systems to track AEDT performance between annual audits, ensuring you catch and address emerging bias patterns before they become compliance issues. Beyond Compliance: Building Ethical AI Hiring Practices Smart employers view Local Law 144 not as a burden but as an opportunity. By proactively addressing algorithmic bias, organizations can: * Enhance diversity by identifying and eliminating hidden barriers in selection processes * Strengthen employer brand by demonstrating commitment to fairness * Reduce legal risk beyond just LL 144 compliance, including Title VII and ADA considerations * Improve hiring quality by ensuring AI tools truly identify the best candidates rather than perpetuating historical biases Frequently Asked Questions Does Local Law 144 apply to remote positions? Yes. If you're hiring for a position where the employee will reside in New York City—even if working remotely—you must comply with Local Law 144. Can we use an AEDT that shows bias in the audit? The law doesn't explicitly prohibit using tools that show disparate impact. However, using such tools may violate federal, state, and local anti-discrimination laws. Most employers choose to remediate bias before deployment or discontinue problematic tools. How often must bias audits be conducted? Audits must be completed at least annually. The audit used for compliance must be no more than one year old at the time the AEDT is used. What if a demographic category is too small for analysis? Auditors may exclude categories representing less than 2% of the data from bias calculations. However, you must still disclose the number of individuals in these excluded categories. The Future of AI Hiring Regulation in the United States NYC Local Law 144 is just the beginning. The European Union's AI Act includes similar provisions for high-risk AI systems in employment. Several U.S. states are considering or have passed their own AI transparency requirements. Illinois mandates notification for AI video interview analysis. California is exploring comprehensive AI accountability legislation. Federal agencies are also engaged. The EEOC has issued guidance on AI and discrimination, signaling increased scrutiny of algorithmic hiring tools. The White House has released a Blueprint for an AI Bill of Rights emphasizing algorithmic fairness. Forward-thinking employers are getting ahead of this regulatory wave by establishing robust AI governance frameworks now—using NYC's law as a practical starting point. Take Action: Share This Guide Found this guide helpful? Share it with your HR and legal teams to ensure everyone understands the implications of NYC Local Law 144. Use the social sharing buttons below to spread awareness about responsible AI hiring practices across your professional network. Share on Twitter Share on LinkedIn Share on Facebook { "@context": "https://schema.org", "@type": "Article", "headline": "AI in Hiring: What U.S. Employers Must Know About NYC Local Law 144", "description": "Comprehensive guide to NYC Local Law 144 compliance for U.S. employers using AI hiring tools. Learn about bias audit requirements, penalties, and best practices for automated employment decision tools.", "image": "https://sspark.genspark.ai/cfimages?u1=W8aW7iZwbZ%2FKxPLSEBfi99%2FJkgoH8WoaUA43vhWJD9j%2FkeqR1FR0nyAF2xLGKQUNt3uRpsR2c2SH3piUXpXicWQayfBILP2HUcy2YLa86eAWMcUY370tQIqyPAQDB0lhxsrWzA3ef1yh6L5HXxBXRCj7xHqxv02VX4AeXjZh2Abhqkh0M%2Brc3hi6e7k%3D&u2=EQqOi5IJI6VdKEpF&width=2560", "author": { "@type": "Organization", "name": "YourSiteName" }, "publisher": { "@type": "Organization", "name": "YourSiteName", "logo": { "@type": "ImageObject", "url": "https://www.yoursite.com/logo.png" } }, "datePublished": "2026-01-03", "dateModified": "2026-01-03", "mainEntityOfPage": { "@type": "WebPage", "@id": "https://www.yoursite.com/nyc-local-law-144-ai-hiring-compliance" }, "keywords": "NYC Local Law 144, AI hiring, automated employment decision tools, AEDT, bias audit, HR compliance, employment law, algorithmic bias, U.S. employers, recruitment technology", "articleSection": "Employment Law & HR Technology", "about": [ { "@type": "Thing", "name": "Artificial Intelligence in Hiring" }, { "@type": "Thing", "name": "Employment Law Compliance" }, { "@type": "Thing", "name": "Bias Auditing" } ] } Thank you for reading. Visit our website for more articles: https://www.proainews.com

AI in Hiring: What U.S. Employers Must Know About NYC Local Law 144 #AIinHiring #NYCLaw144 #BiasAudits #EmploymentLaw #AutomatedHiring

Jobma

@jobma.bsky.social

2 months ago

Think of it as a support layer - surfacing insights, not making hiring decisions for you. Recruiters stay in control while AI accelerates the early screening stage with speed, structure, and fairness.

#ResumeScreening #AIinHiring #RecruitmentAutomation #Jobma #HiringTech #TalentAcquisition

Jobma

@jobma.bsky.social

2 months ago

You don't want to miss it! Attend a Jobma demo and sign up by Jan 31, 2026, to avail this offer.

Book a demo at www.jobma.com

#EndofYearIncentive #HolidaySeason #HolidayOffer #HRTech #AIinHiring #AgenticAI

InterspectAI

@interspectai.bsky.social

3 months ago

Top AI Trends Career Coaches Should Know Explore top AI trends for career coaches. Learn how agentic AI and automated recruitment reshape the future of work and how InterspectAI helps.

Students aren’t just interviewing with people anymore. They’re interviewing with AI that reasons.

Career coaching needs a new playbook. And we have it right here - bit.ly/44umvEm

#futureofwork #careercoaching #aiinhiring #skillsbasedhiring #autonomousagents #universitycareercenters

Jobma

@jobma.bsky.social

3 months ago

From adoption trends and automation in recruitment to real-world case studies and operational guardrails, this report is designed for hiring teams ready to scale AI responsibly.

#AIinHiring #EthicalAI #AIVideoInterviewing #HRTech #TalentAcquisition #RecruitmentTrends #HiringInnovation

Jobma

@jobma.bsky.social

3 months ago

How AI is Transforming Vendor Management Systems (VMS) and Talent Platform Workflows This guide unveils industry best practices for employers & candidates. Craft a seamless experience, showcase skills & land the job.

A modern hiring system isn’t just digital - it’s intelligent and efficient.

Read the full blog here: www.jobma.com/blog/ai-tran...

#AIinHiring #VideoInterviewing #VendorManagementSystems #VMS #ContingentHiring #HRTech #Jobma

SpringLaw Firm

@springlawfirm.bsky.social

3 months ago

Ontario employers must disclose AI use in job postings starting Jan 1, 2026.
See what HR needs to include and how to prepare now: 
https://f.mtr.cool/zpqeywkmsn
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#ontariojobs #employmentlaw #workingforworkers #aiinhiring #hrupdate

InterspectAI

@interspectai.bsky.social

3 months ago

Most hiring delays are caused by invisible bottlenecks no one is measuring, not lack of candidates.

AI candidate evaluation tools now expose signals like never before.

Once you can see it, you can fix it.

Deep dive here→ bit.ly/49Cnmq3

#HiringUncertainty #RecruitingMetrics #AIinHiring

Jobma

@jobma.bsky.social

4 months ago

Simplify, scale, and strengthen your hiring process - powered by Jobma and Oracle.

#HRTech #JobmaxOracle #OracleRecruitmentCloudSolution #UnifiedHiring #Jobma #AIinHiring

Jobma

@jobma.bsky.social

4 months ago

AI in Hiring: How to Ensure Unbiased Recruitment with Video Interviews This guide unveils industry best practices for employers & candidates. Craft a seamless experience, showcase skills & land the job.

Read the complete guide to AI and fair hiring here: www.jobma.com/blog/ai-in-h...

#VideoInterviewing #AIinHiring #AIVideoInterviews #RecruitmentTools #EthicalAI #HireSmarter #Jobma

Jobma

@jobma.bsky.social

4 months ago

A big thank you to everyone who stopped by our booth. 🙏 We're so excited about the collaborations ahead!

Until next time, Miami. ✨

#NMSDC2025 #SupplierDiversity #FutureofHiring #Jobma #AIinHiring

InterspectAI

@interspectai.bsky.social

4 months ago

Combine human judgment + AI insights = never overlook top talent.

See more - bit.ly/4oraVls

#AIinHiring #Recruitment #TalentAcquisition #HRTech #Interviewing

Jobma

@jobma.bsky.social

4 months ago

We use ethical AI to enhance recruiter efficiency, helping teams make better, faster decisions while ensuring the human element remains at the core of the process. It’s AI that aids recruiters, not replaces them.

#Hiring #HumanInvolvement #AIinHiring #Jobma #RecruitmentTech #TalentAcquisition

Jobma

@jobma.bsky.social

4 months ago

Video Interviewing Platforms: A Buyer's Guide for HR Teams This guide unveils industry best practices for employers & candidates. Craft a seamless experience, showcase skills & land the job.

Read the complete guide here: www.jobma.com/blog/video-i...

#VideoInterviewing #BuyersGuide #HRTechTools #RecruitmentTools #AIinHiring #HireSmarter #Jobma

Glasgow City of Science and Innovation

@gcosi.bsky.social

5 months ago

Glasgow Recruitment Firm Willo Raises £3m To Fight AI CV Fraud | Glasgow City Of Science & Innovation Glasgow-based recruitment technology company Willo has secured £3 million in fresh investment to accelerate its fight against AI-generated job applications.

💼 Glasgow recruitment tech firm Willo has raised £3m to tackle AI-generated job applications with a new ‘blue tick’ feature that verifies candidate credentials

👇Learn more

glasgowcityofscienceandinnovation.com/glasgow-recr...

#RecruitmentTech #AIinHiring #StartupFunding

VKTR

@vktrnow.bsky.social

5 months ago

The IQ Trap: How AI Can Unlock Hidden Talent & Transform Recruitment IQ scores don’t tell the full story. Learn how AI-powered profiling and personal data stores can reveal hidden potential and correct systemic bias in hiring. Continue reading...

The IQ Trap: How AI Can Unlock Hidden Talent & Transform Recruitment: IQ scores don’t tell the full story. Learn how AI-powered profiling and personal data stores can reveal hidden potential and correct systemic bias in hiring.
Continue reading... #talentmanagement #aiinhiring

Jobma

@jobma.bsky.social

6 months ago

If you’re attending either event, stop by to see how we’re helping organizations reimagine recruiting.

Let’s shape the future of work together!

#WorkdayRising2025 #HRTech2025 #Recruitment #TalentAcquisition #VideoInterviews #HRInnovation #AIinHiring

Promise Legal

@promise.legal

6 months ago

Employers, are you aware of the 'black box' problem in AI-powered hiring? The non-transparency in decision-making processes can pose significant legal challenges. Our team at Promise Legal can help you navigate this emerging issue. #AIinHiring #LegalTech

InterspectAI

@interspectai.bsky.social

6 months ago

Interviews aren’t just about the words candidates say. They’re about tone, confidence, hesitation - and AI agents are capturing it all with transcripts + sentiment analysis.

Read more in our blog post - http://bit.ly/47VLz9G

#aiinhiring #conversationintelligence #aiagents #sentimentanalysis

MTestHub

@mtesthub.bsky.social

6 months ago

🚨We have a new article up!

Read the full post here on our blog:
mtesthub.com/blogs/why-yo...

#ats #hiring #recruitment #mtesthub #aiinhiring #assessment