As employers increasingly use artificial intelligence in hiring and workforce decisions, HR teams should understand where those tools are being used and what risks they may create.

Employers may still own the legal liability for workplace decisions made with AI assistance, even when the tool was developed or licensed by a third-party vendor. AI tools are increasingly used to screen applicants, analyze interviews, monitor productivity and support promotion or disciplinary decisions.

“You can outsource the software. You cannot outsource the responsibility,” said Dave O’Neil, director of communications for the Ohio Manufacturers’ Association. “Manufacturers using AI in HR or management decisions should make sure there is human oversight, clear documentation and a real understanding of how these tools affect employees and applicants.”

OMA members using AI in HR or management decisions should work with counsel to ensure appropriate policies, oversight and vendor safeguards are in place. 6/10/2026