They are valuable tools for HR professionals, and should be an integral aspect of the HR operations of today and the future. However, as more-and-more HR operations use AI, managers and HR professionals who refuse to do so will lose touch with prevailing practices. Just like humans who make personnel decisions, AI can generate decisions based on improper variables, or that appear in hindsight to be based on such factors. Since AI like humans can generate discriminatory results, it is unsurprising that employers that use AI will be liable for that discrimination. The European Union and Colorado adopted broad-based AI laws last year, and other states will almost certainly adopt similar laws this year and in years to come.