South Korea — PIPA (candidate data, automated decisions) and the AI Basic Act (high-impact hiring AI)
What it asks of employers
- Get consent and tell candidates what you collect. On or before collecting a candidate's personal information, obtain their consent (or rely on a lawful basis) and inform them of the purpose, the items collected, and how long it will be kept.
- Correct inaccurate candidate information on request. When a candidate says information about them is wrong, correct it — in your applicant tracking system if the record is there, or by asking Amp to update information held in Amp, which Amp does through support on request.
- Honor candidates' rights over automated hiring decisions. If a candidate is subject to a decision made solely by an automated system that significantly affects them, honor their right to refuse the decision, or to request an explanation or a review — Amp's audit evidence helps you explain how the decision was reached.
- Tell candidates you use AI and keep a human in the loop. Because AI used in hiring is high-impact AI, tell candidates in advance that an AI system is used in the process and keep meaningful human oversight of the decisions rather than deciding by machine alone.
- Hire on merit and don't let AI discriminate. Recruit and select on merit, and don't use AI in hiring in a way that discriminates against a candidate on a protected ground; review Amp's bias-test and audit evidence before and while you use the tool.
What Amp does
- Amp answers candidate requests to see their data. When a candidate asks for the personal information you hold, Amp gathers it so you can give the candidate access.
- Amp deletes candidate data on request. When a candidate asks you to delete their personal information, Amp removes the data it holds so you can honor the request.
- Amp keeps candidate data only as long as it's needed. Amp follows your organization's retention policy and destroys candidate data once the purpose it was collected for — and any legal retention period — has ended.
- Amp bias-tests scoring and applies it consistently. Amp regularly tests candidate scoring for bias across demographic groups (by race and sex) and uses the same job-related scoring for every candidate. This directly supports non-discrimination on the ground Korean employment law names — sex, under the Equal Employment Opportunity Act and the Labor Standards Act; the race dimension is additional fairness evidence. Amp's bias test covers race and sex; other protected grounds — including nationality, religion, social status, and age — remain your own assessment.
- Evidence of how an automated decision was reached. Amp can produce a tamper-evident package documenting how the scoring works, which supports the explanation a candidate can request about an automated decision and the explainability expected of high-impact AI.