With almost 25% of organisations using artificial intelligence (AI) in their recruitment process, increasing to 42% for extra-large businesses, concerns are growing around the risks that this technology can pose. Fuelled by high-profile cases of harm resulting from the use of AI in talent management and acquisition (e.g., Amazon’s withdrawn resume screening tool), policymakers around the world are starting to target automated recruitment tools, imposing stringent obligations for their use.

Most of these efforts are centred in the US, with California proposing amendments to its employment regulations regarding automated decision systems, Illinois introducing the Artificial Intelligence Video Interview Act to require employers to inform candidates about the use of AI-judged video interviews and New York City and New Jersey both centring their efforts around bias audit requirements.