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The EEOC released preliminary guidance on AI in hiring — and it has direct implications for any HR team using AI screening tools. The guidance clarifies that employers are responsible for disparate impact even when the AI vendor is the proximate cause. If you're using any AI-powered ATS screening, resume ranking, or video interview scoring, you need a bias audit on file. This isn't future-proofing; EEOC investigations referencing AI tools increased 340% in 2025.
Use ChatGPT to rewrite your 3 most-applied-to job descriptions. Paste each one and prompt: "Identify language that may deter qualified candidates from underrepresented groups and suggest neutral alternatives." Then A/B test the rewritten version. Most teams see a 20–35% increase in diverse applicant pools within 30 days.
Monday exit interview synthesis: Paste last week's exit interview notes into Claude, prompt: "Identify the top 3 themes driving voluntary turnover and rank them by frequency." Cross-reference with engagement survey data. Takes 8 minutes. Most HR managers find patterns their gut missed — and now you have data for the next leadership conversation.
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