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LOCAL LAWS OF THE CITY OF NEW YORK FOR THE YEAR 2021 ___No. 144 ___Introduced by Council Members Cumbo, AmprySamuel, Rosenthal, Cornegy, Kallos, Adams, Louis, Chin, Cabrera, Rose, Gibson, Brannan,
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How to fill out automated employment decision tools

01
Start with a clear understanding of the job requirements and qualifications needed for the position.
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Select or design an automated employment decision tool that aligns with those requirements.
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Input relevant job descriptions, skills, and any particular parameters into the tool.
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Ensure that the tool has access to the applicant database or relevant data sources.
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Configure the tool settings, including criteria for evaluation and weighting for different qualifications.
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Run a test to ensure the tool functions as expected and delivers valid results.
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Review the outcomes produced by the tool to verify accuracy and fairness.
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Make adjustments as necessary and finalize the tool for actual use.
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Train hiring managers and HR staff on how to interpret and use the results from the tool effectively.
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Monitor and evaluate the tool's performance over time for continual improvement.

Who needs automated employment decision tools?

01
Employers looking to streamline their hiring process.
02
Human resources departments seeking to reduce bias in hiring decisions.
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Companies aiming to analyze large volumes of job applications efficiently.
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Organizations focused on maintaining compliance with hiring regulations.
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Businesses wanting to enhance their prediction of candidate success through data-driven insights.
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Automated employment decision tools are systems or algorithms used in the hiring process that help employers make decisions about candidates based on data-driven insights.
Employers who use automated employment decision tools as part of their hiring process are typically required to file related documents with regulatory authorities.
To fill out automated employment decision tools, employers must provide necessary data and information about the algorithms used, including input data, decision processes, and outcomes.
The purpose of automated employment decision tools is to enhance efficiency in the hiring process, improve consistency in candidate evaluation, and reduce human bias.
Employers must report information such as the criteria used for decision-making, the data employed for training the tools, and any metrics on the tool's effectiveness and impact.
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