Week of March 31st, 2025
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Questions RecOps Professionals Need to Ask When Assessing AI Ethics by Jeffrey Pole of Warden AI
Editor Note: We love when vendors reach out and want to contribute articles and thought leadership to our community. It is a benefit to the community. It is not a sponsorship on their part or ours. This article can also be found in the RecOps Collective resource library.
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The rapid adoption of AI in RecOps has transformed the way talent acquisition (TA) teams operate.
With 3 in 4 companies incorporating AI into their hiring processes, its impact on recruitment is undeniable. However, while AI enhances efficiency and expands talent pools, it also introduces significant ethical and compliance challenges.
While AI tools have the power to improve hiring efficiency, boost job post effectiveness, and even expand the talent pool, they also introduce significant compliance and ethical considerations.
Here are 6 questions RecOp professionals should be asking when it comes to assessing an AI system they want to use in recruitment.
1. How does the AI model mitigate bias?
One of the biggest concerns when assessing the effectiveness and ethics of an AI tool is bias. AI models are trained on historical data, which may contain systemic biases.
RecOps teams should remain vigilant about the potential for bias and ensure to ask vendors these three things:
What datasets were used to train the AI?
Do you conduct an AI bias audit, and if so, what is the frequency of those audits?
Have you analyzed the training dataset for representation across different demographic groups?
2. Is the AI model explainable and transparent?
Black-box AI models can make it difficult to understand why a particular candidate was recommended or rejected.
Transparency is critical for compliance and trust. Consider these questions:
Can the vendor provide insights into how the AI reaches its conclusions?
How do you evaluate for the truthfulness of statements made by the AI?
Are candidates informed when AI is used in the hiring process?
Pro tip: AI vendors usually have what is called an “AI Explainability" document. This is usually a report or statement of some kind that is essentially a “peek under the hood” when it comes to how their AI operates.
3. Does the AI tool comply with data privacy regulations?
Data privacy laws like GDPR and CCPA have strict guidelines on candidate data collection and processing. When evaluating AI vendors, ask:
What data is collected, and how is it stored?
Does the system anonymize or encrypt sensitive candidate information?
4. What are the legal risks associated with the AI tool?
AI-driven hiring tools must comply with anti-discrimination laws and employment regulations (examples of these include Civil Rights Act (US), Equality Act (UK), EU AI Act, Colorado SB 205, NYC Local Law 144). To mitigate legal risks, ask the following:
Has the tool undergone third-party compliance assessments?
How does the system handle adverse impact analysis?
5. How adaptable is the AI tool to your specific needs?
No two organizations have the same hiring needs. Before implementation, verify the flexibility of the AI solution:
Can the tool be customized to align with your company's hiring criteria?
Does it integrate seamlessly with existing HR tech stacks (ATS, HRIS, CRM)?
6. How frequently is the AI model updated?
AI models require ongoing updates to remain effective and compliant. Ensure the vendor provides:
Regular model updates to align with changing hiring laws and market conditions.
Continuous monitoring to address bias, errors, and performance issues.
Final Thoughts
74% of TA professionals agree that AI will transform the way organizations will hire. And if a team is building models in-house, the same best practices still apply. By asking the right questions, teams can make informed decisions that protect both candidates and their organizations.
Weekly Survey
RecOps - The GPT
RecOps - Available in the OpenAI store and free to use.
Articles / Industry News
📖 🎧 Articles/Graphics/Podcasts/Posts On Our Radar (sorted by type - Bolded denotes individuals)
Anthropic’s Building Effective Agents (article)
Clara Ma's Issue 54: AI and the Rhythm of Business (article)
Johannes Sundlo’s AGI on the Horizon: Time to Wake Up? (article)
Johnny Campbell’s AI Will Do the Admin – But Are You Ready for the Real Work? (article)
Sana Ross’ Your Brain on Onboarding: What Science Says About Starting a New Job (article)
Workday’s Skills in the age of AI (article)
Todd Raphael / Findem's 2 steps to take before opening the resume floodgates (blog)
hireEZ’s The Ultimate Guide to AI Agents, Assistants, and Co-Pilots in Recruiting (guide)
Datacamp’s Creating High Quality AI Applications with Theresa Parker & Sudhi Balan (podcast)
The Talent Tango’s The Talent Roadmap: Strategy, Stakeholders, and Staying Ahead with Ashley Wines (podcast)
Screenloop’s Here are 9 crucial features to look for in a strong ATS for your SMB (post)
McKinsey’s Winning with Your Talent-Management Strategy (report)
Covey’s Future of AI in Talent Acquisition (webinar)
📰 Product News
Ashby (AiO) - Product Launches: Events, Candidate Reviews, and Texting
AssessFirst (Assessment) - Product Launch: Voice
Cronofy (Scheduling) - Product Updates: March 2025
Dover (ATS/Screening) - Product Updates: Streamlined interview scheduling, Show equity compensation on job postings. Sourcing Extension improvements, interview feedback reminders, security measures, Dover status monitoring. New Features: Duplicate a job
Greenhouse (ATS) - Feature update: Visual pipeline, March 2025 updates
Pinpoint (ATS) - Integrations: HireRight, Planday, Screenify, Hireflix, Veremark, Outmatch (now Harver)
Permanent Articles
Recruiting Operations: Dictionary & Resources
Events
Week of April 7th
AssessFirst’s Meet VOICE – The AI-Powered recruitment revolution
CandorIQ’s Modern Compensation Strategies: Unveiling the New Playbook
hireEZ’s The Future of TA: Exploring Agentic AI with hireEZ featuring Trent Cotton and Kyle Lagunas
ModernLoop’s Streamlining Complex and Leadership Hiring with Automation with Joey Quaranti
Brighthire’s Bar raising: How to raise your hiring standards at scale
Week of April 14th
Week of April 21st
JobSync’s Future Proofing Our Profession: How to Build the Talent Teams & Leaders of Tomorrow with Allison McCutchen Barcz and Katrina Collier
Week of April 28th
Week of May 12th
Week of May 19th
Week of June 2nd
Talent Collective’s Talentsphere Summit. For an additional 10% off, use the code RECOPS.
Greenhouse’s Open for Ops (SF)
Growth by Design Talent’s Becoming a Trusted Advisor Training
Week of June 9th
Greenhouse’s Open for Ops (NY)
Week of June 23rd
Week of September 29th
Week of November 3rd
Job Search
Here is the list of previously listed jobs, which may or may not be available.
Additional Resource
We consolidated this section into job search resources on our Linktree
Boolean Strings for Specific ATS Job Search
We’ve consolidated our list of Boolean search strings for RecOps professionals to make them more accessible for everyone. Check out the list here. Kaitlyn Elting also built a generator for you if you are worried about your attention to detail.
Thank you to Steve Levy for contributing so many beautiful and Gabi Preston-Phypers for QA help. Follow both of them for excellent Boolean and sourcing content.
#YourNextHire / People Looking In the RecOps Community
Who Am I?
I’m a talent acquisition program manager with a passion for building strategies that make hiring smoother, smarter, and more impactful. Throughout my career, I’ve led global initiatives that not only improve recruitment processes but also up skill recruiting and hiring teams and help businesses attract and retain top talent. Right now, I’m looking for opportunities where I can bring my expertise in TA enablement, training, operations and strategy to the table. I've held a number of different roles in TA throughout my career from recruiter, to team manager, ops leader and 9 years experience in program management working remotely for US headquartered/globally distributed tech companies. This subject matter expertise allows me a unique POV while developing and implementing solutions to complex challenges.
Roles I’m Looking For
TA Enablement Program or Project Manager
TA Operations Program or Project Manager
TA Strategy positions
Are you a RecOps professional looking for work? If you have 5 minutes, take the opportunity to complete this quick questionnaire. Not only will you be featured in an upcoming Roundup, it will also help us mention your name when people ask for referrals.
Here is a Google Sheet View for a list of people who were previously featured and are still looking.
🎉 Reminders and Disclaimers 🎉
If you’d like to contribute a job, an article (one you found or wrote), or you are a company and have a product update you want featured, contact Jeremy Lyons.
Please use this form if you or someone you know would like to be featured in our #YourNextHire section. The only condition is that you are a RecOps professional.
Disclaimer #1: The views and opinions expressed in this article are those of the author, and they do not necessarily reflect the official policy or position of any other agency, organization, employer, or company. Assumptions made in the analysis do not reflect the position of any entity other than the author. As critically thinking professionals, these views are always subject to change, revision, and rethinking at any time. They are not to be held in perpetuity.
Disclaimer #2: We are sponsor-free. No company below has paid us to advertise their products or share their open jobs. If that changes, we will deliberately call out where we stand to benefit. Additionally, sharing these opportunities and information should not be read as support for these companies or their practices. Regarding jobs, we share these opportunities with the community and only post roles from the company's website. We encourage possible candidates to research each one, as their inclusion does not mean we support the companies or their values.
Until next week, Regulators 😊