When a recent New York Times article revealed that social media sites were enabling employers to target employment ads by age, it opened a debate on what constitutes discrimination in an age of tech-enabled recruiting. From chatbots that interview candidates to algorithms that predict future job performance, it’s clear the recruiting landscape has changed dramatically, even as the search for talent has taken on new urgency. How can your recruiting function remain pro-tech but anti-bias? This session will delve into how to prevent unintentional age-related and other forms of bias when moving toward increased automation in the hiring process. You will gain:

• An overview of the law as it pertains to age discrimination in employment—and what that means in a recruiting context.
• Examples of how age bias can creep into recruiting efforts in unexpected ways.
• How to combat that with practical suggestions such as questions to ask your HRIS vendor, what not to put in job descriptions, etc.
• Why you should think about hiring older workers and keeping them in the pool of candidates.