Frequently Asked Questions
Everything you need to know about AI hiring bias audits, compliance, and OnHirely.
General
Compliance
Who needs an AI hiring bias audit?
Any employer or employment agency that uses an Automated Employment Decision Tool (AEDT) to screen candidates or employees for hiring or promotion nee...
Read full answerWhat are the penalties for not auditing AI hiring tools?
Penalties vary by jurisdiction: NYC Local Law 144: $500 for the first violation, $500-$1,500 for each subsequent violation. Each use of an unaudited ...
Read full answerHow often must I conduct a bias audit?
Under NYC Local Law 144, bias audits must be conducted at least annually. The audit must have been completed within the past year to be valid. Howeve...
Read full answerWhen do AI hiring bias audit laws take effect?
Key dates for AI hiring bias audit regulations: Already in effect: - NYC Local Law 144 — July 5, 2023 (actively enforced) - Illinois AIVRA — January ...
Read full answerCan Small Companies Skip AI Hiring Bias Audits?
Company size does not automatically exempt you from AI hiring bias audit requirements. The key factor is whether you use automated tools in hiring dec...
Read full answerDo AI Hiring Regulations Apply to International Hiring?
Yes, AI hiring regulations can apply to international hiring in several ways: Location of the candidate matters: - NYC LL144 applies when screening c...
Read full answerHow Does GDPR Affect AI Hiring Bias Audits?
GDPR (General Data Protection Regulation) intersects with AI hiring bias audits in important ways: Data collection challenges: - GDPR requires a lega...
Read full answerTechnical
What data do I need for a bias audit?
To conduct a meaningful bias audit, you need candidate pipeline data that includes: 1. Candidate identifier — anonymous ID (no names or PII required)...
Read full answerHow should I collect candidate demographic data?
Demographic data for bias audits should be collected through voluntary self-identification surveys, following EEO (Equal Employment Opportunity) guide...
Read full answerWhat is the minimum sample size for a bias audit?
There is no legally mandated minimum sample size, but statistical reliability requires sufficient data: - Minimum recommended: 30 candidates per demo...
Read full answerWhat Should I Do If My Audit Reveals Bias?
Discovering bias in your AI hiring tools is actually a positive outcome — it means you caught the issue before regulators did. Here is a structured ap...
Read full answerWhat Is the Difference Between Disparate Impact and Disparate Treatment?
Disparate Treatment is intentional discrimination — treating candidates differently because of their protected characteristics (race, gender, age, etc...
Read full answerWhat Is the Difference Between a Bias Audit and Ongoing Monitoring?
A bias audit is a formal, point-in-time assessment of your AI hiring tools. It produces a compliance report that documents whether your tools meet reg...
Read full answerWhat Is Intersectional Bias in AI Hiring?
Intersectional bias occurs when discrimination affects people at the intersection of multiple protected characteristics more severely than any single ...
Read full answerHow Can AI Resume Screening Introduce Bias?
AI resume screening can introduce bias through multiple mechanisms: Name and demographic signals: - Names can signal gender, ethnicity, and national ...
Read full answerAre AI Video Interview Tools Biased?
AI video interview analysis tools carry significant bias risks: Facial analysis concerns: - Facial recognition accuracy varies significantly by skin ...
Read full answerHow Should I Collect Demographic Data for Bias Audits?
Collecting demographic data for bias audits requires balancing compliance needs with candidate privacy: Best practices: 1. Voluntary self-identificat...
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