HireCompliance™… Reducing the Legal Risks in Recruiting and Hiring
The risks of legal challenge to an employer’s recruiting and hiring practices continue to grow… at HirePayoff™ we’ve used today’s technology, decades of consulting expertise, and expert witness experience to launch HireCompliance™… a tool to help employers find risks, take action, and grow the defensibility of their employment practices.
Every HR leader knows legal challenges come from countless directions… federal, state, and local government agencies, private plaintiffs, even internal legal units. The larger the employer, the greater the chance…
– audit recruiting and hiring practices… find red flags… gauge the risk of employment discrimination… lay plans to guide revision. Our computer-completed audit tool builds on decades of experience to identify litigation risk in an employer’s recruiting and hiring process, find what needs to change, and assemble information agencies and courts use to gauge violation of current statutes and legal precedent.
As employment testing and assessment vendors consolidate, deal with slow job growth, and face pricing pressure, the focus on ‘selling, instead of customizing’ grows. Employers increasingly need to take a ‘buyer beware’ view …
– guide employers through the maze… ask the right questions… hold recruiting, assessment and hiring vendors to professional standards and Uniform Guidelines validation requirements… implement legal compliance agreements. We guide review of hiring processes’ actual operation, hold vendors accountable to ensure they ‘show validity, as promised’, and find areas where legal risks can grow… see Sham… Scam… and Allakhazam!
Reducing the risk of legal compliance challenge is simple – as in any other part of the organization, make sure hiring works the way it’s intended… and make continuous improvements. Two-for-one… lower legal risk and grow the payoff…
– document the employer is ‘getting what they expect’… set up continuous improvement tools… keep evidence about a hiring program’s validity current. The focus is simple – produce dashboard data to document the logic and job-relatedness of an employer’s hiring practices. And, if needed, take the expert witness role to push back challenges of adverse impact and employment discrimination.