What we see instead in the United States is a more localizedĪpproach whereby local policymakers either on the state level Then in the United States, on the federal level,įor example, we had the Algorithmic Act that was introduced in 2019,īut those haven't really come to fruition yet. The risk that AI is posing potentially to citizens and to society. We have almost a top-down way of mitigating So a big regulatory framework that has been in the makingįor a very long time that has one approachįor AI as a sort of almost super technology That regulation is what we would call an omnibus regulation, That we are all expecting to kick in sometime this year. In Europe, of course, we have the European Commission, To how policymakers actually come at the problem of AI regulation. Indeed, there's a similar spirit but a very different approach How AI regulation is forming on both sides of the pond, as it were. The discussion among policymakers in the US Mona, you're based in New York, in particular, Such as the United States, where you are based. The European Union, for instance, has been particularly active,īut we also see regulatory activity in other countries, Have become increasingly active to ensure safeĪnd to prevent discrimination during the hiring process. With talent acquisition managers, with sourcers,Īnd shapes professional decision-making in the profession of recruiting. One of my main interests is how AI affectsĭiscretionary decision-making in the professionsĮxtensive qualitative research by way of interviews with recruiters, I am mostly interested generally in the ways in which AI expressesĪnd how AI has become integral to how we organize society. I should say that I am a sociologist, and as such, Thank you so much, Ekkehard and Ayisha, for having me. Mona, welcome to the Future of Work podcast.Īs you have worked extensively on the role of AI in the hiring process,Ĭan you tell us a bit more about your research? Of the EbEkkehard Karls University Tübingen in Germany. She's also Principal Investigator at the Tübingen AI Center We could not have a better guest than Mona Sloane.Īt the New York University Tandon School of EngineeringĪnd Senior Research Scientist at the NYU Center for Responsible AI. Of artificial intelligence in the hiring process. Or did you ever get the impression that you had been selectedīy an algorithm for a job you interviewed for? Have you ever been made aware of a machine screening your CV, Have you ever talked to a computer during an interview? Is a coproduction with Geneva Macro Labs, RegHorizon,Īnd the Centre for Law and Economics at the ETH Zurich. This edition of the Future of Work podcast I'm Ekkehard Ernst, Economist at the ILO.ĭirector of Artificial Intelligence Policy at the Centre for LawĪnd Economics at the Swiss Federal Institute of Technology, ETH Zurich,Īs well as the Managing Partner of the Swiss-based firm, RegHorizon. Hello and welcome to this edition of the ILO's Future of Work podcast. We talk with her about the importance of transparency and ethical use of AI tools in recruitment, and the role policy makers and trade unions should play in this process. She shares with us her insights in how AI shifts, changes and shapes professional decision making in the profession of recruiting. Mona Sloane shares with us her research on the uses of AI in recruitment, specifically experiences of both recruiters and tech vendors that have specialised in this field. And to explore this topic, we could not have a better guest than Mona Sloane, Research Assistant Professor at the New York University (NYU) Tandon School of Engineering and Senior Research Scientist at the NYU Center for Responsible AI. Have you ever talked to a computer during an interview? Have you ever been made aware of a machine screening your application and CV? Or did you get the impression that you had been selected by an algorithm for a job you interviewed for? And how did this make you feel? In this edition of the Future of Work podcast series we want to explore the rising use of Artificial Intelligence in the hiring process.
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