What the law covers
The Artificial Intelligence Video Interview Act (820 ILCS 42) took effect on 1 January 2020. It applies to employers that ask applicants to record video interviews and use AI to analyse those videos when considering them for positions based in Illinois.
What employers must do
- Notify each applicant before the interview that AI may be used to analyse the video and consider their fitness for the position.
- Explain how the AI works and what general types of characteristics it uses to evaluate applicants.
- Obtain the applicant's consent before the interview. Without consent, the employer may not use AI to evaluate them.
- Share the videos only with people whose expertise or technology is needed to evaluate the applicant.
- Delete an applicant's videos, including copies, within 30 days of their request, and instruct others who received them to do the same.
- Employers that rely solely on AI analysis of video to decide who gets an in-person interview must collect and report demographic data each year, under a 2022 amendment.
How SynergicHire fits
SynergicHire does not record or analyse candidate video. AI screens are typed or spoken, voice audio is kept only if you turn it on, and there is no camera proctoring or facial analysis. Hiring manager and HR rounds capture audio and a transcript, not video.
Because the Act is about AI analysis of video, it may not apply to SynergicHire's screens at all. The practices it asks for are still built in.
| AIVIA practice | What SynergicHire does |
|---|---|
| Notice and explanation | Candidates are told what an AI reads, what is recorded and who decides, before they apply and before a screen or round. |
| Limited sharing | Workspace roles control who can see a candidate's record. |
| Deletion on request | Candidates can ask to be deleted; the log keeps who acted and when. |
| No sole reliance on AI | A named person signs off every round and records every outcome. |
This is general information, not legal advice
This page summarises the law at a high level as we understand it on the date below. Laws, regulations and official guidance change, and how they apply depends on your circumstances. Speak to your own counsel before relying on it.
Using SynergicHire does not make an employer compliant on its own. Giving the notices required by Illinois law, deciding whether a given tool is covered, and handling any demographic reporting remain the employer's responsibility.
Questions
Does the Illinois AI Video Interview Act apply to text or voice screens?
The Act is written about AI analysis of video interviews. A typed or spoken screen without video may fall outside it, but the Illinois Human Rights Act amendment on AI in employment covers AI more broadly. Ask counsel about your process.
How quickly must interview videos be deleted on request?
Within 30 days of the applicant's request, including copies held by anyone the employer shared them with.
Does SynergicHire use facial analysis?
No. There is no camera proctoring and no facial or emotion analysis.
Can a candidate ask SynergicHire to delete their data?
Yes. Candidates can request deletion, and the audit log records who carried it out and when.