Employers Should Proactively Analyze AI Hiring Processes for Adverse Impact

Artificial intelligence (AI) is reshaping how organizations recruit talent by offering speed and efficiency at scale. But as AI-driven tools become embedded in applicant screening, they introduce compliance and litigation risks. Regulators and courts are increasingly scrutinizing whether these systems unintentionally discriminate against protected groups—and a recent lawsuit may set a precedent for liability.

Benjamin Shippen explains why employers cannot treat AI as a black box and outlines practical steps to identify and mitigate adverse impacts, including mapping decision points, applying statistical tests, and monitoring models over time. With legal challenges arising , proactive analysis is no longer optional—it is essential for fairness and risk management.

Read the article to learn how the Mobley v. Workday case could redefine accountability and what employers should do to safeguard their hiring processes.