Conducting an Internal Audit of Recruiting and Hiring Compliance
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Learn which common pitfalls to avoid, recordkeeping requirements, how to perform an adverse impact analysis, and best practices for documentation and proof of compliance.
Transcript of Conducting an Internal Audit of Recruiting and Hiring Compliance
Required
approvals
obtained?
NO
YES
Position Filled & Closed
1.DEFINE REQUIREMENTS
4. INTERVIEWING
Remember to document
questions & results. In the
absence of documentation,
company may be assumed
guilty of discrimination
3. SCREENING
Insure opportunity to self-
ID; record-keeping
requirement occurs now;
place on applicant flow
log with disposition code
2.SOURCING
Determine most appropriate
external sources.
Must post all on state
Employment Security
Commission
(except senior mgmt)
Open Job Req Post Position Internally
for xx days
Sufficient
internal
candidates?
7. POST OFFER
As per company policy
6. OFFER
All offers (even if not
accepted) must be recorded
on Applicant Flow Log along
with any additional notes or
Disposition Code
5. FEEDBACK & DECISION
Make sure notes are recorded
in Applicant Tracking System
along with Disposition Code
Sufficient
qualified
candidates?
Get
approvals
Each step should be tailored for the specific company
YES
YES
NO
NO
RecruitingProcessWorkflow
100 White
Applicants
50 White
Hires
50% Hire
Rate
50 Minority
Applicants
10 Minority
Hires
20% Hire
Rate
20/50=40%
