05 Oct 2026
When you’re running a business, a tool that promises to shorten the hiring process can sound like welcome relief. Before you let it decide who gets an interview, though, I want you to understand what you’re putting in place.
AI can help sort applications and evaluate candidates, but employers still have responsibilities under employment discrimination laws. Depending on where you hire and how the tool is used, requirements may include applicant notices and independent bias audits. Buying software from a vendor doesn’t settle those questions for your business.
Start by asking what the tool measures, how it could exclude qualified applicants and who will review its recommendations. Your HR and legal advisors can help determine which requirements apply and how to address accommodations, document decisions and monitor results.
If you’re considering an AI hiring tool, bring me your questions, what it costs and what you hope it will help your team accomplish. We’ll look at how that investment fits your budget and growth plans, and identify the questions you’ll need to work through with your HR and legal advisors before moving forward.
I want you to feel comfortable asking questions before you commit to a new expense or process. Call me at Frazier & Co., CPA & Advisors at 765-631-1248, and let’s talk through your plans for growing your team.
© 2026
Tags: Small Business