In talking through these examples, could you tell us a bit about what the different concerns are that these specific examples raise when it comes to automated hiring tools?

Sure.

I think that the cases approach the use of AI hiring from two different directions.

In Kistler, the issue is informational fairness.

The applicants allege that Eightfold collected information about them beyond what they submitted, used that information to generate profiles and scores, and gave them no meaningful opportunity to challenge the results.

The case asks what a person should be entitled to know when AI's being used to generate a profile about them, especially using information that they never provided through their application.

Mobley focuses on responsibility for allegedly discriminatory outcomes.

So what are some of the changes that these regulations will actually bring, and what would be useful for employers or potential job applicants to know about these regulations that will soon be in effect?