Compliance In Recruiting:

How Ideal's Technology Prioritizes Compliance

Compliance in your recruiting and hiring is generally a legal requirement.

Depending on your location, you may need to comply with federal, state/provincial, and local city compliance laws. Here’s an overview of compliance laws in the US, Canada, and the EU and how Ideal works within them.

Section 1

What are the federal laws on compliance in recruiting in the US?

U.S. Equal Employment Opportunity Commission (EEOC)

The EEOC prohibits adverse impact, defined as a substantially different rate of selection in hiring which works to the disadvantage of members of a race, sex or ethnic group.

A rule of thumb is used to determine what “a substantially different rate of selection” is. The 4/5ths or 80% rule is when the selection rate for a group of applicants is less than 4/5ths or 80% than the selection rate for the highest group of applicants.

U.S. Office of Federal Contract Compliance Programs (OFCCP)

The OFCCP enforces compliance with affirmative action programs that require companies to recruit minorities, women, persons with disabilities, and covered veterans.

The OFCCP also enforces compliance with the data collection requirement of the race, gender, and ethnicity of “internet applicants”.

Section 2

What are the federal laws on compliance in recruiting in Canada?

Canadian Human Rights Commission (CHRC)

Similar to affirmative action, the CHRC enforces employment equity programs that require employers to ensure full representation of the four designated groups (women, aboriginal peoples, persons with disabilities, members of visible minorities) within their organizations.

The CHRC also ensures no person in the four designated groups “shall be denied employment opportunities or benefits for reasons unrelated to ability.”

Section 3

What are the federal laws on compliance in recruiting in the EU?

EU Directive 2000/78/EC

The EU prohibits discrimination in hiring, defined as when “one person is treated less favourably than another is, has been, or would be treated in a comparable situation.”

It also prohibits indirect discrimination, defined as when “where an apparently neutral provision, criterion or practice would put persons having a particular religion or belief, a particular disability, a particular age, or a particular sexual orientation at a particular disadvantage compared with other persons.”

Section 4

How does Ideal’s technology prioritize compliance in the US?

EEOC: US private employers

Ideal integrates directly with your existing ATS.

If your organization collects demographic data on the race, sex, and ethnic group of your applicants in your ATS, Ideal can ignore these demographics during its sourcing, screening, and rediscovery, test for adverse impact based on the 4/5th rule, and remove any potential bias to remain compliant with the EEOC’s hiring discrimination laws.

OFCCP: US federal contractors and subcontractors that fall under affirmative action

Ideal integrates directly with your existing ATS.

Your organization is required to collect demographic data on the race, gender, disability status, and veteran status of your applicants, which is usually captured in your ATS.

Ideal can ignore these demographics during its sourcing, screening, and rediscovery, analyze the conversion rates of these groups, and remove any potential bias to remain compliant with the Department of Labor’s affirmative action programs.

Section 5

How does Ideal’s technology prioritize compliance in Canada?

CHRC: For employers that fall under employment equity

Ideal integrates directly with your existing ATS.

If your organization collects demographic data on your applicants in your ATS, Ideal can ignore these demographics during its sourcing, screening, and rediscovery, analyze the conversion rates of the four designated groups, and remove any potential bias to remain compliant with Canada’s employment equity programs.

Section 6

How does Ideal’s technology prioritize compliance in the EU?

EU: For private and public sector employers

Ideal integrates directly with your existing ATS.

If your organization collects demographic data on your applicants in your ATS, Ideal can ignore these demographics during its sourcing, screening, and rediscovery, analyze the conversion rates for different groups, and remove any potential bias to remain compliant with the EU’s hiring discrimination laws.

Compliance In Recruiting:

How Ideal's Technology Prioritizes Compliance