AI hiring crisis: tools make recruitment decisions, and you “don’t know on what basis”

The Dutch privacy and data protection authority (DPA) is urging the new cabinet to accelerate the implementation of regulations on artificial intelligence (AI) and its supervision.

The regulator says there are significant risks of unsafe and discriminatory algorithms that cannot currently be enforced.

For example, from drafting job vacancy texts to writing resumes for job applicants, AI technology is increasingly used in recruiting new employees and applying for jobs.

While the large-scale use of AI and algorithms in recruitment and selection processes offers opportunities, it also poses risks. Employers must therefore carefully consider whether certain algorithms and AI systems are suitable and necessary for their recruitment and selection process.

Furthermore, the use of AI in recruitment must be accurate and non-discriminatory.

“A decision is made about you, and you don’t know on what basis. Then you can’t go to court to defend yourself against it,” Aleid Wolfsen, Chairman of the DPA, says in an interview with Dutch news outlet NOS.

The privacy watchdog is concerned about the lack of progress in setting up supervision, developing standards, registering algorithms by the government, and monitoring incidents.

“There are no strict rules or enforcement means for algorithms and AI. The pressure to embrace AI is growing. To protect fundamental rights, we must act now,” Wolfsen said in a press release.

Therefore, the regulator wants the new government to expedite the implementation of European regulation on AI. Among other things, arrangements must be made to establish a dedicated AI regulator and allocate funding for oversight.

In addition, the Netherlands should urge Europe to quickly conclude discussions on postponing and simplifying regulations.

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