People Analytics and the Regulation of Information under the Fair Credit Reporting Act
![handle is hein.journals/stlulj61 and id is 29 raw text is:
PEOPLE ANALYTICS AND THE REGULATION OF INFORMATION
UNDER THE FAIR CREDIT REPORTING ACT
PAULINE T. KIM* AND ERIKA HANSON**
INTRODUCTION
People analytics-the use of big data and computer algorithms to make
personnel decisions-has been drawing increasing public and scholarly
scrutiny.' Software is now available for screening applicants to identify the
most promising candidates, or searching online profiles to find top prospects
for recruitment.2 Algorithms claim to predict which workers will be most
productive or which employees are most likely to leave their jobs.3 These tools
* Daniel Noyes Kirby Professor of Law, Washington University School of Law, St. Louis,
Missouri.
** J.D., Washington University School of Law, St. Louis, Missouri.
1. See, e.g., EXECUTIVE OFFICE OF THE PRESIDENT, BIG DATA: SEIZING OPPORTUNITIES,
PRESERVING VALUES, 51-53 (May 2014), https://www.whitehouse.gov/sites/default/files/docs/
big-data privacy-report may_1_2014.pdf [http://perma.cc/HF2G-F2A2]; Danielle Keats Citron
& Frank Pasquale, The Scored Society: Due Process for Automated Predictions, 89 WASH. L.
REV. 1 (2014); Kate Crawford & Jason Schultz, Big Data and Due Process: Toward a
Framework to Redress Predictive Privacy Harms, 55 B.C. L. REV. 93 (2014); FEDERAL TRADE
COMMiSSION, BIG DATA: A TOOL FOR INCLUSION OR EXCLUSION? UNDERSTANDING THE ISSUES
(Jan. 2016), https://www.ftc.gov/system/files/documents/reports/big-data-tool-inclusion-or-exclu
sion-understanding-issues/1 60106big-data-rpt.pdf [http://perma.cc/H636-LGLSI; FRANK
PASQUALE, THE BLACK Box SOCIETY (2015); Danah Boyd & Kate Crawford, Critical Questions
for Big Data, 15 INFO. COMM. & Soc'Y 662, 666-68 (2012); Solon Barocas & Andrew D. Selbst,
Big Data's Disparate Impact, 104 CALIF. L. REv. 671 (2016); Cynthia Dwork & Deirdre K.
Mulligan, It's Not Privacy, and It's Not Fair, 66 STAN. L. REV. ONLINE 35 (2013); Pauline T.
Kim, Data-Driven Discrimination at Work, 58 WM. & MARY L. REv. (forthcoming 2017); Alex
Rosenblat, et al., Data & Civil Rights: Employment Primer, DATA & CIVIL RIGHTS CONFERENCE
(Oct. 30, 2014), http://papers.ssrn.com/sol3/papers.cfn?abstract-id=2541512 [http://perma.cc/5H
C2-PP8U]; Matthew T. Bodie, et al., The Law and Policy of People Analytics, 88 U. COLO. L.
REV. (forthcoming 2017), http://papers.ssm.com/sol3/papers.cfm?abstract-id=2769980 [http://per
ma.cc/W6DX-GDV3].
2. Josh Bersin, Big Data in Human Resources: Talent Analytics (People Analytics) Comes
of Age, FORBES (Feb. 17, 2013), http://www.forbes.com/sites/joshbersin/2013/02/17/bigdata-in-
human-resources-talent-analytics-comes-of-age [http://perma.cc/FD3U-7UTJ].
3. George Anders, Who Should You Hire? LinkedIn Says: Try Our Algorithm, FORBES
(Apr. 10, 2013), http://www.forbes.com/sites/georgeanders/2013/04/10/who-should-you-hire-
linkedin-says-try-our-algorithm/#18ffecO42506 [http://perma.cc/UWD8-5WNL]; Claire Cain
Miller, Can an Algorithm Hire Better Than a Human?, N.Y. TIMES (June 25, 2015),
17](ViewImageLocal?handle=hein.journals/stlulj61&div=5&collection=&method=preview&ext=.png&size=3)
What Is HeinOnline?
Contact us for annual subscription options:
Already a HeinOnline Subscriber?
profiles profiles most
People Analytics and the Regulation of Information under the Fair Credit Reporting Act
Contact us for annual subscription options:
Already a HeinOnline Subscriber?
profiles profiles most