Recruiting | 6Min Read

The Importance of Recruitment Compliance in Today's Hiring Landscape

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Are you aware of all updated rules and regulations concerning recruitment? Recruitment compliance is one of the critical issues of hiring that should be considered in each stage of the recruitment process. Read this blog to learn everything about recruitment compliance.

What is Recruitment Compliance?

Recruitment compliance is the way of attracting, choosing, and appointing appropriate applicants for occupations in an association while holding fast to internal policies, most practices, state, and universal laws.

Main factors of recruitment compliance

Compliance is a significant issue that must be considered at each phase of the hiring procedure, various components fall under the umbrella of recruitment compliance, such as data security, integration security, GDPR/privacy laws, scoring & weighting, candidates' background checking, candidate assessment and so on.

The Significance of Recruitment Compliance

Any disappointment in compliance can bring about financial punishments or sanctions.

As business endurance methodologies go, making sure your business is compliant with all important work laws is a conspicuous must.

And afterwards, there's the stain to your employer brand, corporate brand, and industry notoriety. In short- the more complaint the recruitment process will have, the less chance of creating a bad reputation and bad hires. 

Some valuable statistics about employer branding that make you believe the importance of employer branding, which can be maintained through recruitment compliance.

  • 75 % of job seekers consider an employer's brand before even applying for a job.
  • 80% of talent acquisition managers believe that employer branding has a significant impact on the ability to hire great talent. 
Employer branding and recruitment compliance

How is Compliance Impact Recruiting?

The previously mentioned guidelines are particularly significant while recruiting, perhaps on the grounds that there are such huge numbers of chances when employing to segregate:

  • Conversations with applicants, involving invitations to appraisal.
  • Job advertisement and job determinations.
  • The necessity to report explicit worker information to suitable public assistance.
  • Some questions you ask throughout the duration of the interview.

Likewise, there are your own in-house recruitment techniques which will acknowledge it or not, you're expected to abide by as a feature of making sure that all job applicants are getting an even possibility.

Fundamentally, while recruiting, you're hoping to settle on a decision between the candidates dependent on skills, qualifications and experience, and capacity to carry out the responsibility.

Compliance Recruitment Metrics

As we got to know why compliance in recruitment is crucial and why every recruitment agency should consider it. Thus to complaints the more recruitment process, recruitment agencies should firstly analyze and measure the metrics.

Metrics are the measurements companies need to oversee to ensure that recruitment strategy is straight. The metrics are based on the components that make reports. These metrics help you to identify success and shortcomings. 

Without the metrics, you are unable to determine what is working and what isn't. Here we discuss some metrics of compliance recruitment. That helps you to measure compliance in the recruitment process.

1. The new hire attrition rate

The new hire attrition rate is the rate of new employees who left the organization within 12 months. 

It is the best way to measure the success of candidate attraction and the onboarding process. It also shows that the selected candidate is a good fit for the company for a long period. If the hire attrition rate is too high, then the company should take action for employee sustainability.

New employees who went through a structured onboarding program were 58% more likely to be with the organization after three years. (Source)

recruitment compliance and onboarding process

Formula to measure new hire attrition rate:

New hire attrition rate(%) = Number of new hires that left the organisation within 12 months/ Total new hires*100

2. Applications to interview ratio

It is the process of counting the number of candidates who pass the pre questions screening and reach the interview stage.

This ratio will help the company to identify the level of screening. If very few candidates reach the interview phase, then the screening process is too tight while if too many candidates pass the screening process, then the phase needs to be tough.

Formula to measure application to interview ratio

ATR(%) = Total number of interviews/Total number of applications

3. Time for full productivity

Time of productivity is overall time new hires take to become productive by serving the task up to a benchmark that average workers produce in the exact position.

This metric also bring-up many components of hiring factors like quality of hire and employee satisfaction. The employee with high quality and who feels happy at the workplace is likely to reach the productive benchmark faster.

Organizations with a standard onboarding process experience 50% greater new hire productivity. (Source)

Onboarding process and recruitment compliance

Formula to measure time to full productivity

TFP = Starting date - Date to become fully productive

4. The financial impact of bad hires

This term is concerned with the amount that the company spent on hiring an employee that is totally unqualified and undeserving for a position or left the organisation too soon. That is what bad hire is.  

Consequently, the company has to conduct the hiring process again with the same hiring budget. Thus, bad hires affect the financial pillar of companies, as well as HR, which has to spend time for backfill.

3 ways to avoid bad hires

Formula to measure the financial impact of a bad hire

Financial impact= (Cost per hire * 2) + Business productivity lost

Ways to Remain Compliant While Recruiting

Fortunately, technology can help in many ways. Most HRMS bundles with recruitment or recruitment software like iSmartRecruit services will assist in keeping your recruiting managers 'on target', with forms adjusted to your hiring methodology, compliant format conversions, and messages, assembling of the essential information, suggestions and automated warning to directors to provoke move that must be made.

Along these lines, just to be clear, recruitment policy – demonstrated adherence to the pertinent in-house arrangements and both global and national laws, is an issue all through the recruitment procedure. It is true that we have a lot of laws governing business in the recruiting scene, you have to manage both legitimate and technology compliance.

Deep Thought about Recruitment Compliance Rules 

In a competitive environment, HR experts will see recruiting compliance is perhaps the greatest obstacle to manage.

The Office of Federal Contract Compliance Programs (OFCCP) and Equal Employment Opportunity Commission (EEOC) necessities are set up to make sure that organizations' recruiting practices don't differentiate against certain secured classes of candidates.

If recruiters neglect to go by these guidelines, your organization can be in serious trouble, huge fines, facing lawsuits, and frequently irreparable harm to the brand of your company.

We know the laws that administer business are many and ever-evolving. That is the reason associations without strong compliance announcing end up at an unmistakable burden. OFCCP, EEOC rules, governmental policy regarding minorities in society, and GDPR mandates in the watch list is long, and the stake is critical. Without the correct revealing, it's unreasonably simple for something to become lost despite a general sense of vigilance.

Between the OFCCP, DOL, EEOC, and some other governing parties, new guidelines are continually being given that fix the rules around employers.

Moreover, as employing exercises have stepped up online, a pandora's case of recruitment compliance has been created that can be difficult to explore. Recruitment compliance is particularly trying for little and medium-sized employers where assets are tight and HR is answerable for all individual related procedures.

It takes an educated, trained group equipped with the correct instruments to make sure that compliance is handled effectively.

Final Words for Recruitment Compliance

At iSmartRecruit, recruitment compliance is incorporated with all that we do and you will be able to consult our expert service providers. We are all ready to guide you and assist you.

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