RippleMatch is committed to ensuring our products are free of bias and treat candidates with equal dignity and respect. This page provides some answers to common questions about how the RippleMatch platform functions and how RippleMatch works to minimize the potential for bias in our technology.

List of Topics Covered

Does RippleMatch use Artificial Intelligence (AI), or Machine Learning (ML)?

How does RippleMatch work from a technical standpoint?

Does RippleMatch have the potential for bias?

What is the new New York City law about AI and automated assessments in hiring?

What does the new law require?

How will RippleMatch comply with the new law?

What does this mean for my organization?

Further Reading & Resources

Does RippleMatch use Artificial Intelligence (AI), or Machine Learning (ML)?

Yes, for some. RippleMatch uses AI/ML to help suggest opportunities to job seekers who are likely to apply, but does not use AI/ML to assess or evaluate applicants. We provide more detail on this in the next section.

How does RippleMatch work from a technical standpoint?

RippleMatch uses two methods to match candidates to roles:

  1. RippleMatch helps job seekers discover opportunities they are likely to be a good match for.

    1. For each job posted on RippleMatch, employers select the skills and experiences they are looking for. RippleMatch uses these preferences to automatically market jobs to candidates who are likely to be a good fit and interested in the position.

    2. Over time, RippleMatch learns which job seekers are likely to apply to certain opportunities. This use of Machine Learning (ML) helps us provide more qualified applicants for employers and suggest relevant jobs to job seekers.

  2. RippleMatch helps employers prioritize responding to their best applicants.

    1. After a candidate applies for a job, RippleMatch calculates a Fit Score based on the candidate’s overall match for the job. Employers select the criteria (skills and experiences) that determine a candidate’s fit score for a job and may change these criteria at any time.

    2. Separately, RippleMatch will flag candidates who don’t meet a minimum requirement determined by the employer like GPA Minimum or Graduation Date.

    3. RippleMatch does not use AI or ML to calculate Fit Scores or to flag candidates who don’t meet minimum role requirements. Fit Scores and unqualified settings can only be affected if an employer decides to adjust their desired criteria for the role.

    4. Fit scores are never influenced by how an applicant identifies across race, ethnicity, gender, or any other protected group.

Does RippleMatch have the potential for bias?

RippleMatch is committed to ensuring our products are free of bias and treat candidates with equal dignity and respect. We perform regular internal audits of our technology to ensure we are providing candidates from all backgrounds with exciting, relevant opportunities. These audits have consistently shown no bias within our tech.

In all cases, employers using RippleMatch determine the search criteria for roles based on the skills and experiences they are seeking. RippleMatch never independently decides who a good match is for a given job, or selects who a customer will interview from a pool of applicants.

Customers may use RippleMatch to prioritize job marketing to candidates from underrepresented groups in order to increase the diversity of their applicant pools. Enabling employers to proactively identify qualified candidates from underrepresented groups who might not otherwise apply, and encourage them to apply for open jobs, is a core feature of RippleMatch and helps expand opportunity.

On the candidate evaluation side, the Fit Scores that appear on candidate cards never take race, gender, or any other protected group into account. These scores are determined by the skills and experiences employers indicate are important to them for each role. Fit Scores do not incorporate AI or ML, and are never affected by decisions employers make about who to advance or reject.

RippleMatch furthermore acknowledges the unfortunate role that unconscious bias plays in the hiring process. We take additional steps to ensure that the likelihood for human bias is as low as possible. For example, we provide transparent metrics to customers through our Analytics portal to help employers monitor at all stages of the hiring funnel whether certain demographics/groups are advancing through the funnel at different rates. This information has helped some customers revise their interview or assessment processes to ensure all candidates are treated fairly.

What is the new New York City law about AI and automated assessments in hiring?

On Dec 10, 2021, New York City Mayor Bill de Blasio allowed legislation passed by the City Council to become law that regulates the use of AI in hiring for companies looking to hire candidates who are residents of New York City. This law takes effect on January 1, 2023.

What does the new law require?

While the law is vague in its language and may be amended before the implementation date (something we are monitoring closely), the main requirement is that employers will be prohibited from using an AI-type tool to screen job candidates or evaluate employees unless the technology has been audited for bias no more than one year before its use and a summary of the audit's results has been made publicly available on the employer's website.

How will RippleMatch comply with the new law?

RippleMatch is fully compliant with current law and will ensure we are fully compliant with the new NYC law before it takes effect on January 1st, 2023.

RippleMatch will commission an independent 3rd party to perform a bias audit and post the results on our website before January 1, 2023. We will also complete a 3rd party bias audit every year moving forward to ensure continued compliance.

Furthermore, RippleMatch is partnered closely with ForHumanity, a non-profit that works with employers and law-makers to minimize the downside risks of AI. ForHumanity is monitoring the legislative situation closely and helps us stay in the know with new developments in New York City and around the world.

Providing candidates from all backgrounds with a fair and equitable job search experience is important to us. We go beyond the NYC law’s requirements and perform regular internal audits of our technology to ensure we provide candidates from all backgrounds with exciting, relevant opportunities.

What does this mean for my organization?

RippleMatch will handle everything to ensure our customers are compliant with the new NYC law in their usage of our platform. However, if you are using or evaluating other vendors who utilize AI or automated decision-making in their technology, you should ask them about their plan to be compliant before January 1, 2023 or you could face financial penalties of up to $500 for a first violation and between $500 and $1,500 daily for each subsequent violation.

Further Reading & Resources

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