AI use in hiring, such as résumé screening and interview scheduling, is growing but poses legal risks. The Mobley v.
Workday lawsuit alleges AI discrimination based on protected traits, moving forward as a collective action. Similar
cases, like EEOC’s $365,000 settlement over biased tutor screening software, highlight these concerns. Employers
should audit AI tools for compliance with anti-discrimination laws and establish clear policies to reduce legal risk and
avoid unfair hiring decisions.
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