D Novikov
The article analyses the legal problems of using Al technologies in hiring employees and outlines the main directions of their solution. The author reveals that the decisions made by Al in hiring employees may be discriminatory and create prerequisites for unjustified refusals to hire. It is substantiated that the protection of labour rights in the context of the use of Al in hiring employees requires coding of Al in accordance with the local acts of the employer; written information of the potential employee about the Al tools used for hiring. It is stated that all decisions made by Al should be controlled and explained by the employer, who is legally responsible for their consequences. The author highlights the concept of “biased algorithm”. The author states that a fair interface should be created for the Al, which is fed with data related specifically to the vacancy in question and does not contain biased algorithms. The author sees the solution to this problem in standardization mechanisms and mandatory certification of software that uses Al technology to hire employees.
