Is your AI making promises you can’t keep?

Short answer: Probably.

Do a quick audit with your AI hiring vendor. Ask them:

• What data sources feed your system?

• Do you create candidate profiles or scores?

• Can candidates see what you've compiled about them?

• How do they dispute errors?

• Are any candidates auto-rejected without human review?

If they can’t answer clearly, you have a problem. The Eightfold lawsuit isn’t going away. And it won’t be the last.

What to fix today:

• Tell candidates AI screens applications. Put it in job postings and application confirmations. Not fine print, tell them.

• No candidate gets automatically rejected. AI ranks. Humans decide.

• Create a way for candidates to dispute screening decisions. Provide a phone number.

• Email — from a person.

• Document everything. How you use AI. What data it accesses. How candidates are notified. How often you audit.

Bottom line: If you can’t explain how your AI evaluated someone, you probably shouldbn’t be using it.

Transparency is not just good practice anymore. It’s about to be legally required. It’s time to get ahead of it.