201-470-4181Companies have to be careful that ChatGPT does not impute bias when it screens applicants in the hiring process.
By N.A. Pagliara, Esquire of Pagliara Law Group, P.A. posted in Employment Law Blog on January 29 2023.
In recent years, artificial intelligence (AI) has had a profound impact on many aspects of our lives, including how we communicate, how we access information, and how we make decisions. The advent of ChatGPT, a large language model developed by OpenAI, has the potential to revolutionize the hiring process, but it also raises important questions about how AI will impact hiring practices and bias.
ChatGPT has the potential to make the hiring process more efficient and effective by automating many of the tedious and time-consuming tasks that are associated with recruiting and hiring.
For example, ChatGPT can be used to screen resumes and identify candidates who are the best fit for a particular job. This can help to reduce the time and resources that are required to identify and evaluate job candidates.
However, there is a concern that ChatGPT could perpetuate or amplify existing biases in the hiring process. For example, if the AI system is trained on data that reflects a biased hiring process, it may make decisions that are based on these biases. This could result in candidates being unfairly excluded from the hiring process, which would undermine the goal of diversity and inclusion in the workplace.
It is important to recognize that ChatGPT is only as good as the data it is trained on, and it is up to us to ensure that this data is free from bias. To do this, we need to be proactive in collecting and using data that reflects a diverse and inclusive hiring process. We also need to be vigilant in monitoring and evaluating the results of AI-driven hiring processes to ensure that they are free from bias.
Some states are effectuating laws that mandate that if you use artificial intelligence in the hiring process and screening applicants’ resumes that you have to make sure there is no bias in the process. This can be hard to do at this stage since this a new technology and the computer is still being trained. This may cause companies to move to states without these laws with using artificial intelligence in the hiring process.
In conclusion, ChatGPT has the potential to transform the hiring process, but it is important to consider the potential impact that AI can have on hiring practices and bias. By being proactive in collecting and using diverse and inclusive data, we can ensure that AI-driven hiring processes are free from bias and support the goal of diversity and inclusion in the workplace.
If you feel that you have been discriminated based on bias in the hiring and resume process where a company has used artificial intelligence then you may be entitled to compensation and now the employer cannot force you into biased arbitration. If so contact Pagliara Law Group at 201-470-4181.
AUTHOR: Nicholas A. Pagliara, Esq. Founder, Chairman of the Board and Managing Attorney of Pagliara Law Group, PA.
Contact Us: Our attorneys represent employees in all matter related to bias and discrimination Call us at (201) 470-4181 or fill out the contact form on this page. We can help.
Tags and Topics: Employment Law, Technology, A.I., Artificial Intelligence, ChatGPT, Bias, Hiring Process, Applicant, Future. See our Labor and Employment Law practice group.
