Several Big Law firms have embraced technology that utilizes artificial intelligence, predictive analytics, and behavioral psychology to combat implicit biases in their hiring processes, expand candidate pools, and address long-term retention goals.
Platforms like Thine and Suited have been utilized since 2019, and some firms are now relying more heavily on these technologies to address nuanced challenges like equal advancement opportunities for young lawyers. These AI-powered assessments aim to evaluate candidates based on traits, skills, and competencies beyond their academic grades, aiding firms in better understanding their talent pool.
However, there are concerns about the potential biases in using past data to predict future success, as seen in Amazon's resume-screening AI tool. Additionally, AI companies face increasing regulatory requirements, such as New York City's law mandating employers using AI in hiring to undergo annual independent audits to ensure bias-free systems.
Thine's platform offers a competency-based model to assess lawyers throughout their entire lifecycle, from entry-level to leadership positions, while Suited focuses on identifying the factors that contribute to attorney success. Some firms have already reported expanding their candidate pool through the use of these technologies.
Looking ahead, firms may use AI to identify implicit biases in areas beyond hiring, such as work allocation systems, although there are still barriers to overcome in this regard. Furthermore, the pandemic has prompted lawyers to realize the potential for remote work collaboration, but challenges remain in building relationships with colleagues in faraway offices.
Balancing these factors will be critical in shaping the future of technology-driven improvements in the legal industry.
This article was originally published on Law.com.
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