Evaluating your hiring practices throughout the year is critical. It is important to make sure that your interviews are structured, consistent, and defensible. Let’s walk through how to keep your process both effective and compliant.

Top Takeaways for HR

• To ensure your hiring process is defensible during mid-year audits, you must replace "freestyle" interviews with a standardized process that uses identical core questions, predefined scoring criteria, and objective evaluation frameworks for every candidate.
• Every note taken during an interview must focus strictly on competencies, skills, and qualifications; documenting subjective impressions or personal characteristics creates significant legal exposure and can be used as evidence in discrimination claims.
• Because the concept of "cultural fit" often introduces unconscious bias, interviewers should be trained to assess work-style preferences and adaptability through behavioral, open-ended questions that are directly tied to the essential functions of the role.

New laws put a significant burden on NYC employers using automated employment decision tools in the internal and external selection process. 

Employers should conduct prior and ongoing assessments of adverse impact when using AI tools in the hiring, promotion, and termination process.