While third-party AI-based products become a new source of risk for recruiters, procurement establishes itself as the most critical process where the AI alignment with ethical principles and regulations is operationalized in HR. As the first step, recruiters should demand greater transparency from their HR AI technology providers.
The EU’s proposed regulation has already inspired some international regulative proposals and is likely to broadly impact AI policies around the world. Yet the Act is still in process, it’s strengths could be compromised, or it’s weaknesses addressed. In this piece, we analyze the core policy concepts of the AI Act, with focus both on those worth amending and defending.
Providing transparency to your product deployers, operators and users can seem like an overwhelming task, particularly when done without the right set of tools. Saidot is happy to introduce its newest addition of policy templates for efficient AI governance and transparency: the Instructions of Use.
Data protection and privacy are often mentioned in the same sentence, however, there is an important distinction between the two concepts: data protection refers to tools and policies restricting access to personal data against unauthorized access, whereas privacy defines who in the organizations or entities has authorized access to the personal data.
AI is only as trustworthy and transparent as the extent of its accountability measures. An accountable AI ensures that AI operates in accordance with its purpose and in compliance with relevant regulatory instruments. An accountable AI is an AI that inspires trust.
When you start thinking of ethical aspects of your AI product, you probably already have a product concept in mind or even developed. The earlier you embed ethical thinking in your work, the smaller is the probability that you’re making choices that aren’t sustainable for your business, your customers and wider society.