UX Product Designer
HireVue AEDT Compliance Notification
Introduction
New York City has recently enacted NYC Law 144, an ordinance that governs employer use of Automated Employment Decision Tools (AEDT) in hiring. This law introduces measures to enhance transparency in the hiring process, requiring employers to disclose information to job candidates about the timing and implementation of AEDT.
Context
As the hiring process increasingly transitions to digital interfaces, various tools are employed to streamline the process. These tools can perform tasks such as generating keywords from digital interviews or providing scoring for questions, games, or coding challenges. Job candidates are increasingly interested in understanding how their scores and analyses are determined. They are also concerned with how their personally identifiable information (PII) is used and stored.
Problem
HireVue incorporates Automated Employment Decision Tools (AEDT) in their On Demand video interviewing service. To comply with NYC 144 and similar regulations worldwide, it is necessary to notify candidates about AEDT, provide a comprehensive explanation of said usage, and offer an alternative solution without AEDT. Integration of this notification within the On Demand interview is crucial to ensure compliance and retain customers, especially those with a significant presence or employee base in New York City.
Hypothesis
Our goal is to include a message notification and opt-in/opt-out feature during the onboarding process of the On Demand interview. This will enable us to provide essential information to job candidates, empowering them to make informed decisions about how they would like AEDT to be utilized. The interview process will then proceed based on the choices made by each candidate.
Team Members
Jake Allen, Product Manager
Martha Howe, Product Designer and UX Copywriter
Taylor Bishop, Engineering Lead
Responsibilities as Product Designer and UX Copywriter
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Design user flow while maintaining UI consistency and utilizing existing components.
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Conduct research to address NYC 144 and future laws.
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Design a user flow that solves the current problem and accommodates multiple legal requirements in different areas.
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Collaborate with I/O (industrial and organizational) psychologists and legal team to write messaging that meets all law requirements, providing accurate context for customers and candidates.
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Develop prototypes for hand-off to the engineering team.
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Ensure the design production aligns with established requirements.
Process
Building upon HireVue's implementation of a similar measure for the General Data Protection Regulation (GDPR) in Europe, we decided to leverage the previously established user flows. My objective was to create copy that would provide all necessary information to the candidate, irrespective of the specific law.
Image of previously established GDPR user flow.
The copy needed to include insight from I/O psychologists on how it should be presented as well as what needed to be presented per the law. Legal provided the following list:
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Make consent customizable as much as possible at each level
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Notify candidates that AI is going to be used and allow them to opt-in or opt-out
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Provide an alternative solution for candidates that choose to opt-out
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Provide transparency on what the candidate can expect (we can also provide a link to learn more about it)
Building upon the existing user flow and with guidance from team members in psychology and legal, I developed the copy refining the flow to ensure a seamless onboarding experience. Additionally, I created different offboarding variations based on the user flows to opt in and opt out of the use of AEDT.
An image of the iteration of the user flow based on the already established GDPR flow.
An image of the proposed solution as would be seen on a mobile device.
The final version of the copy I wrote; approved by the psychology, legal, and product teams.
A demo of the finalized prototype.
Outcome and Impact
It was vital to our team that we not only lead the HR field in achieving compliance with this new law but by our speed, we could also show how much we value transparency and equality in the hiring process. We completed the project well before the deadline; our efficiency and commitment impressed the major stakeholders.
Additionally, we recognized that this law was part of a global trend. Regions worldwide were already introducing similar laws to educate candidates on data usage and scoring, empowering them to make informed decisions about their personally identifiable information (PII). With that in mind, we future-proofed the initiative to make it easier for the product and engineering teams to add new features or make adjustments as new laws were implemented.