Artificial intelligence (AI) is quickly becoming part of everyday business operations, including the hiring process. From scanning resumes to conducting video interviews, AI tools promise speed and efficiency that traditional methods can’t match. For many employers, especially small and mid-sized businesses, the appeal is obvious: save time, reduce costs, and identify strong candidates faster.

However, these benefits come with real risks. Employers who use AI in hiring need to recognize that they remain legally and practically responsible for how these tools operate. Treating AI as a one-size-fits-all solution can create problems that lead to lawsuits, damage to reputation, or missed opportunities to attract top talent.

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