Demographics collection
Collect voluntary self-identification responses and review aggregate hiring patterns.
Use voluntary demographic surveys to understand aggregate representation across your hiring process and prepare supported EEOC- and OFCCP-oriented exports.
This optional feature may not be enabled for every organization. Demographic responses must not be used as automatic hiring gates.
Before you begin
- Confirm that your organization has the DEI & Compliance package.
- Decide with employment counsel which questions, notices, access rules, and retention periods apply.
- Identify the Org Admin who will manage the setting.
- Review your careers-page language so candidates understand that responding is optional.
Enable post-application collection
- Open the compliance settings in InsightHire.
- Find Voluntary post-apply self-identification.
- Turn the setting on.
- Save your changes.
- Submit a test application.
- Confirm the optional self-identification step appears after the application is submitted.
Candidates do not need a separate account for this step. They may choose not to answer.
Send a survey at a hiring stage
You can also request voluntary self-identification when an application reaches a selected stage, such as Screening, Interviewing, Offer sent, or Hired.
- Open the demographic survey settings.
- Choose the hiring stage that should trigger the survey.
- Activate the survey.
- Save the setting.
- Move a test application into that stage.
- Confirm the candidate receives the survey invitation.
InsightHire skips a repeated request when the same application already has the relevant response. Configure demographic surveys separately from candidate experience surveys.
What candidates may be asked
The available questions follow common United States EEO reporting dimensions:
- gender;
- race or ethnicity;
- veteran status; and
- disability status.
Your organization is responsible for deciding whether these questions are appropriate in each location and for explaining why the information is collected.
Review aggregate results
- Open the diversity or compliance analytics area.
- Find the Demographic funnel.
- Select the hiring stages and dimensions you want to review.
- Compare aggregate patterns, not individual candidates.
- Record the response rate so readers understand how much of the applicant pool is represented.
Cells with fewer than five responses are shown as suppressed. Suppression reduces re-identification risk, but it does not remove your duty to protect the underlying data.
Individual responses may remain available to authorized compliance roles and exports. Recruiters should use aggregate views during hiring discussions.
Assign EEO-1 job categories
- Open the compliance settings.
- Find EEO-1 job categories.
- Select the appropriate category for each position.
- Ask legal or compliance to review the mapping.
- Save the assignments.
These categories determine how positions are grouped in supported exports. Unassigned positions may appear as unspecified.
Add DEI goals
If goals are available:
- Open the DEI goals section.
- Choose a demographic dimension.
- Choose the hiring stage to measure.
- Enter the target percentage approved by your organization.
- Save and review progress in aggregate analytics.
Goals are monitoring aids, not candidate-level selection rules.
Best practices
- State clearly that responding is voluntary.
- Do not require a response to continue an application or assessment.
- Limit individual-level access to authorized compliance staff.
- Review aggregate patterns with HR, DEI, and legal partners.
- Document low response rates and suppressed groups when interpreting results.