A Met Police contact handler has been praised for using Instagram to safeguard a victim of domestic abuse who made a report while she was abroad.

Emma Tavill (pictured) assigned herself to a case after she was contacted by a woman who had been assaulted by her partner while on holiday in Cyprus.

The victim managed to send photo and video evidence of her injuries on February 19 to the Met’s Instagram page by direct message.

Emma used the information she had to gather information about the suspect, including his return flight details.

Once the suspect landed in the UK the following day, he was swiftly arrested at Gatwick Airport and taken into custody.

Acting chief superintendent Neil Holyoak said: “Emma’s response is a great example of the type of work being done across the Met to keep people safe. Her actions meant we could go above and beyond to safeguard a vulnerable victim even when she wasn’t in the UK.

“We know it’s not always possible for victims to call us and that’s why we receive crime reports and information through a range of digital channels, such as Instagram, as well as on our website.”

His Majesty’s Inspectorate of Constabulary, Fire & Rescue Services recently recognised the Met’s improvements to call handling.

Last year, staff and officers in MetCC responded to 4,660,891 contacts, of which 2,394,416 were 999 calls, 1,279,552 were 101 calls and 988,923 were digital contacts.

AI is bringing change to recruitment processes around the world, offering unmatched speed, efficiency, and data-driven decision-making.

From scanning thousands of applications in seconds to predicting the potential long-term success of candidates, AI holds the promise of revolutionising the recruitment space.

However, is this promise too good to be true?

While AI tools can streamline hiring and potentially reduce unconscious bias, they also introduce a number of difficulties. From ethical concerns and legal implications to potential hidden biases, improper and uninformed use of AI tools puts companies at risk of doing more harm than good.

With regulations tightening, the rules around AI-powered recruitment are beginning to form, and companies need to ensure they’re using these tools responsibly.

With this in mind, how can businesses embrace AI whilst ensuring compliance and minimal risks? What are the best practices for fair and transparent AI governance? And, perhaps the key question: Is AI truly revolutionising recruitment or are we heading toward uncertain times, fraught with legal challenges and unintended consequences?

The power of AI in hiring

In the recruitment space, AI’s popularity has largely been driven by its ability to process large volumes of applications in an exceptionally short amount of time. Traditional hiring often requires hours of manual CV reviewing.

Now, AI tools can scan, rank, and shortlist candidates within seconds. The automation of this initial stage means businesses can dramatically speed up hiring decisions, while reducing the risk of missing out on top talent.

Another improvement AI brings is the refinement of candidate matching. Evolving beyond merely scanning CVs for keywords, AI hiring tools now conduct far deeper analyses to select the candidates most likely to succeed in a role. This level of depth helps businesses find the right person for the right job, rather than someone who happens to use the right buzzwords.

Since AI evaluates and selects candidates based on purportedly objective data rather than gut feeling, many believe it can make hiring fairer, but the reality and truth behind this assumption is far more complex. Businesses must understand how AI systems make decisions, and how they can also be unintentionally influenced.

The pitfalls

Despite its many benefits, AI hiring technology can reinforce some of the biases it aims to eliminate. For example, Amazon reportedly discontinued an AI-driven hiring tool after it was found to unintentionally favour male candidates (Reuters, 2018).

Beyond bias, there are concerns around privacy and transparency, adding to the ethical and legal challenges that need careful consideration. Businesses must educate themselves on these areas in order to stay compliant in a rapidly developing legal landscape.

Governments across the globe are tightening AI laws, with recruitment a key focus area. The EU AI Act has classified AI hiring tools as “high-risk,” meaning they will be subject to strict transparency and fairness requirements.

In the UK, the Information Commissioner’s Office (ICO) has emphasised that AI hiring systems must be explainable, fair, and compliant with data protection laws. Failure to comply in these areas may mean that businesses find themselves facing serious consequences.

What comes next?

Businesses should critically assess their AI hiring tools by asking these important questions: Are these systems designed and tested for bias? Is there a clear understanding of how decisions are made by the AI? And, most importantly, do the AI systems comply with the latest data protection laws?

The future of AI in hiring will likely depend on how well businesses adapt. Companies taking a proactive approach will be better positioned to navigate these new challenges. Conversely, those that take a hands-off approach, assuming AI can handle processes without oversight, risk costly mistakes. The legal and ethical landscape of AI in recruitment is changing at an exceptional rate, and understanding these changes now can help prevent future complications.

The bottom line

In times such as these, education is crucial for successful AI deployment. AI has the potential to transform recruitment for the better, but without proper safeguards, it risks reinforcing existing issues and creating new, additional concerns.

Addressing these issues and more: The DPO Centre’s webinar series, “The Privacy Puzzle”, continues at 2pm on March 18. The upcoming instalment welcomes industry experts in discussions around best practices for using AI in recruitment responsibly, as well as covering the key legal considerations, and strategies for ensuring compliance with evolving regulations.

This promises to be an essential discussion for any business looking to harness the power of AI in hiring, whilst avoiding legal and ethical issues. Reserve your space.

A 32-year-old man has pleaded guilty to manslaughter through diminished responsibility, after he stabbed his stepfather in his own home.

Adejuwon Olufemi Alexander Jnr Oyekan (32) of Melina Close, Hayes, pleaded guilty at the Old Bailey on Monday.

Met police officers were called to a house in Hayes in the early hours of July 11, 2023, to reports Oyekan had stabbed his 54-year-old stepfather Jason Thompson (pictured).

When they arrived, officers found Oyekan was still armed with a knife he had used to attack Jason.

They initially used tasers in an attempt to disarm him. When this was unsuccessful, they left the address, awaiting support from armed response officers to detain him.

Officers tried to assist Jason but he died from his injuries at the scene.

Detective chief inspector Laura Semple from the Met’s Public Protection Partnership, said: “Our thoughts remain with Jason’s family throughout this difficult time.

“I’d like to thank the first responding officers who attend the scene and demonstrated huge bravery to challenge the suspect, who was armed and acting aggressively.

“Their quick thinking, to use the tools at their disposal, guaranteed Oyekan was admitted to custody from the scene, and did not go on to pose a wider threat to the public.”

Oyekan is due to be sentenced on April 10.