Recruitment Compliance: All You Need to Know About Conducting a Fair Recruitment Process
Recruitment compliance can fall to the wayside in the chase to hire the best candidates for your recruiting agency clients. But before you standardise your recruitment process, consider this:
Are you following the local recruitment compliance laws?
Or do you even know what those laws are?
You may feel like skipping this compliance conundrum, thinking you’re saving time—but there can be consequences.
Earlier this year, a staffing company based out of Buffalo, US, paid a hefty fine to Equal Employment Opportunity Commission (EEOC) due to discrimination against a class of candidates. While organisations can survive such inconveniences, it’s hard to recover from a compliance blow when you’re a recruiter.
What Is Recruitment Compliance?
Recruitment compliance is the practice of ensuring that your hiring process is fair and in accordance with all relevant laws and regulations, while abiding to state, most practices, universal laws and internal practices.
Recruitment compliance is achieved by conducting a fair hiring process while keeping internal policies and local laws in check.
It helps you ensure that you’re not knowingly or unknowingly offending your candidates or violating their rights in any way.
In the US, mainly two federations govern recruitment compliance for organisations—the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP). They’ve made laws to protect applicants and employees from discrimination against their race, gender, past salaries, language, age, religion, and many other attributes.
In the EU, you’ll have to be mindful of your local recruitment compliance laws and European Union’s recruitment compliance laws (typically under labour laws).
The Importance of Recruitment Compliance
Besides financial and branding implications for you and your clients, compliance directly impacts a business’s performance in a given year. Failing to stay compliant and leaving more dissatisfied candidates results in a higher attrition rate—which means more employees tend to leave the company within 12 months of joining.
Even if your North Star is candidate quality and the time to hire, you must be mindful of retention.
Moreover, fewer candidates show up for the next round of recruitment following a bad first experience. You don’t want your top talent to leave in the middle of a promising interviewing round because you didn’t comply with recruitment compliance best practices.
At the end of the day, you may have to settle for candidates who aren’t such a good fit and produce low to mediocre-quality work, which costs you customers or impacts the revenue.
Key Recruitment Compliance Laws and Practices
Every country has its own laws, but there are quite a few similarities regarding recruitment compliance. Read up on your local laws, but as a rule of thumb, there are some practices you should universally steer clear of:
Challenges with Recruiting Compliance
With so many different clients who come to you with specific needs, your job as a recruiter is complicated. In some cases, you may outright disagree with the client, who may be biased.
It’s then your job to educate the client while ensuring you’re removing bias to stay compliant while recruiting suitable candidates. (This is where using a resume reformatting tool like Allsorter helps.)
On top of that, you’ll face other recruiting compliance challenges, including:
How to Conduct a Recruitment Process Fair and Square
Change starts at home—and in this case, your recruitment agency. Update your internal policies and website to showcase how serious you’re about staying compliant (and keeping your clients the same way):
Can Recruiting Tools Help You Stay Compliant while Recruiting?
If you’re recruiting candidates in masses, it can get tiring to manually screen every resume with the same zest.
Fortunately, you now have the option to automate some of the processes, so you never unconsciously miss a compliance window.
Allsorter can help you fast-track your recruitment process by screening and reformatting candidate profiles for you and highlighting their top skills unbiasedly. This way, you keep the candidates’ data private as you process them and share the top candidates with your recruitment agency clients.
How to Make Your Interview Process Compliant
How to Maintain Recruiting Compliance
Key Recruiting Compliance Takeaways
Clients and candidates will flock to you – not your competitors- when you get a reputation for being a fair recruiter.
Recruitment compliance best practices include avoiding discrimination in job postings, not being biased during the hiring process, not asking for irrelevant information, and not discriminating in pay and benefits.
Since it’s in everyone’s best interest to create an outstanding job <-> candidate match, recruitment compliance is the finishing touch that makes candidates recommend you to other top performers and clients to their partners.
Following recruitment compliance laws and implementing transparent practices your recruitment agency lives by goes a long way to building a fantastic recruitment brand.
Did you enjoy this post? Here are some more recruitment topics you might be interested in:
Speed up Resume formatting, Reduce bias, Supercharge your agency’s brand and maintain the security of the Resume data within your organisation.
Zara Lou McGrath
Zara Lou McGrath is a Marketing Executive at Allsorter.com with over two years of experience in the field. She is an ambitious, creative individual who works diligently to shape the company’s marketing approach and ensure all campaigns are successful. Zara is highly knowledgeable in the use of AI-powered solutions for the HR industry and is passionate about driving high performing digital transformation to create a strong customer base. In her role, she is committed to developing and executing innovative marketing strategies that will help the company reach its goals.