DISCLAIMER: Legal requirements in your hiring process are outside of the scope of SpokenHire, and nothing in this website should be taken as legal advice. Hiring laws vary by jurisdiction and you should seek the advice of a competent lawyer in yours before you embark on your hiring process.
The Equal Employment Opportunity Commission (EEOC) and Office of Federal Contract Compliance Programs (OFCCP) requirements are just the beginning of a long list of requirements put in place to ensure that companies hiring practices do not violate the rights of certain protected classes of applicants. If your company fails to follow these regulations you may face lawsuits, fines and damage to your company’s reputation.
In any compliance situation, two things matter most. The first is that your plan to be compliant is well documented and available to everyone involved in the process. The second is that you keep records to verify that you’ve followed your compliance plan. Making a best-faith effort in both areas will generally result in a process that stays on the right side of rules and regulations.
Most violations of hiring and anti-discrimination policies in the hiring process are inadvertent. One of the best ways to eliminate these mistakes in the hiring process is to make the process as anonymous as possible. If your reviewers do not know the personal details of the candidates they are evaluating, they will not use those details in their decision making process. This has the dual benefits of resulting in higher quality candidates for your company and helping to avoid compliance issues.
SpokenHire is a platform for automating pre-screening interviews and helping your team complete reviews of candidates, prior to moving them through the hiring process.
When reviewing a SpokenHire interview, your users will have only a number to identify the candidate. The candidates name, employment history and personal details are all hidden from the reviewer. Your users read and respond to the candidates responses to pre-screening questions without any external bias. Further, your users are completing these reviews independently without being influenced by the bigger personalities and more senior members of your team.
After the interview process is complete, all interviews, reviews and comments are archived within SpokenHire and can be produced as an audit trail to verify that you’ve followed your compliance best practices.
To learn more about how SpokenHire can be used as an integral part of your hiring process, click here.