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Dive Brief:

As AI becomes more integrated into the workplace, legislators are scrambling to catch up. All told, more than 160 bills and regulations related to AI were in the works as of mid-June, a management-side lawyer said in June, warning of a huge tsunami coming of state regulation.

The U.S. Equal Employment Opportunity Commission in May issued guidance on how to audit AI for discrimination to remain in compliance with Title VII of the Civil Rights Act of 1964. And the EEOC, Consumer Financial Protection Bureau, U.S. Department of Justice and Federal Trade Commission in April outlined to businesses how existing laws can apply to emerging technologies like AI.

Meanwhile, New York City started enforcing a new law requiring employers to perform bias audits on automated employment decision tools and to notify candidates of the use of those tools in their hiring process.

Amid the changing AI landscape, employers are trying to figure out how the new technology affects their hiring needs. Human cognitive skills like problem solving, creativity, originality, imagination and the ability to learn will remain in demand, even as automated tools transform the workplace, according to a July 13 report from TalentLMS. Similarly, in the Cengage Group report, 59% of employers said AI has led them to prioritize different skills in the hiring process, including uniquely human skills.

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AI puts glitch in graduates' employment plans - Higher Ed Dive