Illinois employment law

The Illinois AI Video Interview Act, in plain language.

Illinois was early to regulate AI in hiring. This law governs employers who use AI to analyze recorded video interviews. Here is what it requires, and how to find where AI touches your hiring process.

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What it is

Notice and consent for AI in video interviews.

The Artificial Intelligence Video Interview Act took effect in 2020. It applies to employers who ask job applicants to record a video interview and then use AI to analyze it. Before that analysis happens, the law requires three things of the employer.

The three duties

Before the interview.

Notice

Tell each applicant, before the interview, that AI may be used to analyze their recorded video interview.

Explanation

Explain how the AI works and the general types of characteristics it uses to evaluate applicants.

Consent

Obtain the applicant's consent before evaluating them with AI. No consent, no AI analysis.

Where Northbeams fits

Surface where AI touches hiring.

The law bites wherever an AI tool enters the hiring process. The hard part is knowing where that is: which recruiters and teams use AI screening or interview tools, and on which surface. Northbeams surfaces exactly that. It does not draft your notices or manage applicant consent.

•Inventory: see which AI hiring and screening tools are in use across the org, on browser and desktop.
•Attribution: know which team or recruiter is using them, so notice and consent land in the right place.
•Evidence: keep a signed record of where AI touched the hiring process.

Common questions

A little more detail.

What else does the law require?

Video interviews may only be shared with people whose expertise or technology is needed to evaluate the applicant, and an employer must delete an applicant's video within 30 days of a request, including copies held by others.

Is Illinois expanding its AI-in-hiring rules?

Yes. Illinois has moved to address AI in employment more broadly, including changes to its Human Rights Act that treat discriminatory use of AI in employment decisions as a civil-rights violation, taking effect in 2026. Track the details with counsel.

This is a plain-language overview, not legal advice. Northbeams helps you know what AI you run and prove it, with an AI inventory, per-user attribution, and signed logs. It does not tell you what the law requires of you, and it does not draft applicant notices or manage consent for you. For your obligations, consult qualified counsel.

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