Conducting an Internal Audit of Recruiting and Hiring Compliance

1,311 views
1,088 views

Published on

Learn which common pitfalls to avoid, recordkeeping requirements, how to perform an adverse impact analysis, and best practices for documentation and proof of compliance.

Published in: Technology, Business
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total views
1,311
On SlideShare
0
From Embeds
0
Number of Embeds
13
Actions
Shares
0
Downloads
64
Comments
0
Likes
1
Embeds 0
No embeds

No notes for slide

Conducting an Internal Audit of Recruiting and Hiring Compliance

  1. 1. Requiredapprovalsobtained?NOYESPosition Filled & Closed1.DEFINE REQUIREMENTS4. INTERVIEWINGRemember to documentquestions & results. In theabsence of documentation,company may be assumedguilty of discrimination3. SCREENINGInsure opportunity to self-ID; record-keepingrequirement occurs now;place on applicant flowlog with disposition code2.SOURCINGDetermine most appropriateexternal sources.Must post all on stateEmployment SecurityCommission(except senior mgmt)Open Job Req Post Position Internallyfor xx daysSufficientinternalcandidates?7. POST OFFERAs per company policy6. OFFERAll offers (even if notaccepted) must be recordedon Applicant Flow Log alongwith any additional notes orDisposition Code5. FEEDBACK & DECISIONMake sure notes are recordedin Applicant Tracking Systemalong with Disposition CodeSufficientqualifiedcandidates?GetapprovalsEach step should be tailored for the specific companyYESYESNONORecruitingProcessWorkflow
  2. 2. 100 WhiteApplicants50 WhiteHires50% HireRate50 MinorityApplicants10 MinorityHires20% HireRate20/50=40%

×