In today’s fiercely competitive job market, finding top talent can be a daunting task. BarRaiser, a leading smart interview platform powered by AI, is redefining the hiring landscape by removing guesswork and empowering informed hiring decisions.
Read about our summary of the NYC Automated Employment Decision Tools (AEDT) Law, it’s important to understand its unique features and differentiators before answering if your hiring stack requires audit and reporting as per the law.
In this blog, we’ll delve into the key aspects of the NYC AEDT law and explore how it sets itself apart from BarRaiser. Also, you will get to discover how BarRaiser, enabled by AI, equips interviewers with powerful tools and ensures fairness throughout the hiring process.
Let’s dive into the world of smart interviews and witness how BarRaiser is reshaping the hiring landscape.
What is an automated employment decision tool (“AEDT”)?
Automated Employment Decision Tools (AEDT) are software or algorithms used for employment purposes. They automate or assist with decision-making in hiring, promotion, performance evaluation, and other employment-related areas.
Some examples of AEDT tools are:
- CV Screening tools like CVViz, Ideal, Textkernel
- Applicant Tracking systems (ATS) like Lever, Greenhouse, iCIMs, Successfactors
- Automated Testing tools like TestGorilla, Hacker Rank,
- Chatbot Interviewing or One-way interviewing like Hirevue, Clovers, outplay.
These tools analyze candidate qualifications, skills, and suitability for specific roles using data and algorithms. AEDTs can streamline hiring processes, but their use requires careful consideration of fairness, bias, and the potential impact on candidates’ rights and opportunities.
What are the Top 3 Aspects of the AEDT tool?
Automated Employment Decision Tools (AEDTs) encompass various aspects and functionalities relevant to the United States. Here are some common aspects associated with AEDT tools:
AEDTs gather and analyze pertinent data points like candidate resumes, application forms, assessment results, performance metrics, and other relevant information. This data serves as input for making employment-related decisions, complying with the requirements of Al in hiring and Al in recruitment.
Algorithms and Models
AEDTs employ algorithms and statistical models to process the collected data and generate predictions or recommendations regarding employment decisions. These algorithms may consider factors such as skills, experience, education, performance history, and other relevant criteria, supporting Al-based hiring decisions.
AEDTs provide decision support by presenting analyzed data and recommendations to hiring managers or decision-makers. This includes ranking candidates, highlighting strengths and weaknesses, and offering insights to facilitate the decision-making process.
It’s crucial to note that specific aspects and functionalities of AEDT tools can vary depending on the provider, purpose, and implementation. Organizations should carefully assess and select AEDTs that align with their values, objectives, and legal obligations.
Is BarRaiser an AEDT tool?
While BarRaiser primarily functions as a smart interview platform that streamlines the hiring process, it is important to note that BarRaiser is not classified as an AEDT tool within the context of the New York City AI law. Here are the top 11 key differences to support why BarRaiser is not considered an AEDT tool:
|NYC AEDT Law||
|Focus||The NYC AEDT law primarily pertains to automated employment decision tools (AEDTs) used by employers in New York City.||BarRaiser is an AI-powered interview platform or service that aims to improve diversity, equity, and inclusion in technical hiring.|
|Scope||The NYC AEDT law is a legal regulation specific to New York City, addressing the use of automated tools in employment decisions||BarRaiser is not a legal requirement but rather a solution offered by a company to enhance hiring practices.|
|Legal Framework||The NYC AEDT law is part of the broader legal framework in New York City.||BarRaiser operates as a software service that helps organizations in their hiring processes.|
|Target Audience||The NYC AEDT law targets employers and organizations using automated tools for employment decisions within New York City.||BarRaiser, on the other hand, targets companies and organizations across the United States seeking to enhance their hiring practices and promote diversity and inclusion in technical roles.|
|Legal Compliance Reporting||The NYC AEDT law requires covered employers to provide annual reports on their AEDT usage and compliance efforts.||BarRaiser does not impose any legal obligation on reporting requirements but provides features that can help companies improve their interview quality and foster diversity and inclusion.|
|Bias Mitigation||The NYC AEDT law focuses on addressing potential biases and discrimination in automated decision-making tools.||BarRaiser offers services and features that can help organizations mitigate biases in their hiring processes, but it is not a legal compliance tool specific to the NYC AEDT law.|
|Interview Quality||The NYC AEDT law does not specifically address interview quality but focuses on automated decision-making tools.||BarRaiser emphasizes the improvement of interview quality by providing features such as interview recording, analysis, and evaluation.|
|Platform Functionality||The NYC AEDT law does not provide any platform or software but rather sets legal requirements for the usage of AEDTs in employment decisions in New York City.||BarRaiser serves as an interview intelligence platform, offering features such as chat-based interviews, recording, analysis, video interviews, and structured interviews.|
|Transparency and Disclosure||The NYC AEDT law emphasizes transparency and disclosure obligations for employers using AEDTs.||While BarRaiser may not specifically address transparency requirements, it focuses on improving interview equality and diversity.|
|Enforcement and Legal Consequences||The NYC AEDT law is enforced by the local authorities. Failure to comply can result in legal consequences.||BarRaiser does not involve legal enforcement.|
|Human Decision Making Power||It focuses on the use of algorithms and statistical models to process data and generate predictions in an employment context.||While BarRaiser utilizes AI technologies, the final decision-making power relies on human decision-making.|
BarRaiser’s primary focus on optimizing the interview process and supporting human decision-making distinguishes it from automated employment decision tools (AEDTs). It is essential to thoroughly evaluate the specific functionalities and features of BarRaiser to determine its suitability for your hiring requirements and ensure compliance with relevant US laws and best practices.
Are you still stuck on whether BarRaiser is compliant with NYC law? Not to worry! Just block a time and get your queries solved. We will be happy to help you at every step.
When seeking accurate and specific compliance information, it is vital to keep in mind that technology, processes, and circumstances may differ across organizations. It is highly advisable to consult legal experts and AI professionals for reliable guidance.