Often referenced in our own blogs and scientific papers, these are deep dives on NLP /ML, predictive analytics, personality assessment and HR tech trends.
New Illinois employment law signals increased state focus on artificial intelligence in 2020
- BY Barbara Hyman
- DATE: April 14, 2020
Why we love it
A read that provoked a bit of discussion amongst the team noting that the Act does not define “artificial intelligence,” a term that is often misunderstood and misapplied even by experts. How will they separate what traditional statistical analysis has been doing to what modern ML algorithms do?
Why it’s a must
Any attempt to classify ML as something different to just statistical analysis at scale will be fun to watch.
One can then argue just using averages and medians are a form of AI … Regression .. Correlations … AI bias … Ask BERT to fill in the missing pronoun in the sentence, “The doctor got into ____ car,” and the A.I. will answer, “his” not “her.” Feed GPT-2 the prompt, “My sister really liked the colour of her dress. It was ___” and the only colour it is likely to use to complete the thought is “pink.”
Background From Article
With the Artificial Intelligence Video Interview Act (effective January 1, 2020), or “AI Video Act,” Illinois has passed a groundbreaking new law regulating the use of artificial intelligence (“AI”) in video recruitment practices.
Employers increasingly seek tech-enabled tools to facilitate the hiring, evaluation, retention and development of their workforces. However, as the implementation of new technology grows, old problems, like bias and disparate impact, may surface in new ways. While the White House has encouraged a hands-off approach, the AI Video Act signals a trend towards state-level responses to this emerging technology and its risks.