On Friday April 26, Alberto De Luca took part as a speaker to the conference “New World, New Wisdom” organized by Inter-Pacific Bar Association (IPBA), discussing the main topics around recent developments and trends in the field of artificial intelligence and its impact in the word of HR, during the panel “LLaMA2, Bard, ChatGPT and Co.– just tech talk acronyms or serious drivers for (positive) change in HR?”.
What’s hot and new in artificial intelligence and the world of employment law, and how do countries and companies cope with AI induced threats and chances on a regulatory / jurisdictional level? The panel covered recent developments and trends in the field of AI, its impact on our clients EHR cycle Efrom hiring to firing – and the relevant employment AI related (current and upcoming) legislative framework.
Alongside the moderator among other topics they will debate, they will explore the impact of AI-based systems in the employment relationship, with the aim of identifying risks and opportunities arising from AI, also in light of the recently enacted EU Artificial Intelligence Act.
Click on this link to find out more about the conference.
AI plays an increasingly important role in the recruitment phase, offering new opportunities in recruitment processes. In particular, the use of AI is already rapidly gaining momentum in algorithmic hiring, the personnel selection procedure wholly or partially entrusted to algorithms that is considered faster, more reliable and cheaper”. Commenting on AI used in recruitment, Vittorio De Luca, Managing Partner of De Luca & Partners warns, “It’s a significant advantage, but there may be a risk of implicit bias when, for example, AI is trained on historical data that reflects pre-existing inequalities or biases. It is crucial to ensure fairness and transparency in the use of AI and regularly verify the effectiveness and impact of the algorithms used.” Companies are already experimenting with using chatbots or virtual assistants to conduct initial interviews with candidates. “These systems ask predefined questions, analyse candidates’ answers, and provide a score or rating based on the answers given, which in fact, standardises the interview process. If AI is not adequately controlled, there is a risk that its activity will be influenced by the human bias imprinted in the programming phase.”
Continue reading the article in the paper edition of L’Economia – Corriere della Sera.
