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Keeping your workplace safe from artificial intelligence and surveillance

Past Event

The role of artificial intelligence (AI) in hiring and the job market is on the rise. According to a report by Brookings Rubenstein Fellow Alex Engler, 55% of human resources leaders in the U.S. use predictive algorithms when hiring—from screening candidates to shaping hiring practices. Once a candidate is hired, companies are using new technologies to surveil workers and evaluate their job performance. With algorithms built into every stage of the hiring process and tracking technologies increasingly used to keep an eye on employees, questions arise about the impact technology has on the workforce.

While AI technologies have the potential to enable fairer employment processes and better oversight, without regulation, they may also create new avenues for discrimination and privacy violations. How can policymakers regulate these technologies to ensure algorithmically sound and responsible hiring processes?

On April 14, the Center for Technology Innovation at Brookings hosted a webinar to examine the growing impact of artificial intelligence on employee recruitment and hiring practices. Panelists discussed the ways companies are using AI, including screening applicants, evaluating job seekers, and keeping track of employee performance.

Viewers submitted questions for speakers by emailing or via Twitter at @BrookingsGov by using #AIGovernance.



Kimberly A. Houser

Assistant Clinical Professor of Business Law and the Law of Emerging Technologies - University of North Texas

Visiting Scholar, Ostrom Workshop, Kelley School of Business - Indiana University

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