LinkedIn Recruiter needs a ‘nutrition label,’ researchers say

Recruiting tools that use AI need more transparency, a new study found.

The study addresses concerns about bias when using artificial intelligence for recruiting and hiring, an area just starting to be regulated.

The first such legislation, New York City's Local Law 144, regulates how companies can use automated employment decision tools, notably by requiring a bias audit before a tool can be used. The law went into effect Jan. 1, but enforcement has been delayed until April 15 after the New York City Department of Consumer and Worker Protection received an influx of queries about the new law.

The U.S. Equal Employment Opportunity Commission is focused on ensuring AI technology doesn't engender discrimination. Commissioner Andrea Lucas said Title VII of the Civil Rights Act covers this new area and should be applied.