Compliance overview

Use optional tools for demographics, reporting, blind review, surveys, and application review.

InsightHire's optional compliance tools can help your team collect voluntary demographic information, review aggregate hiring patterns, prepare reporting files, reduce identifying information during early review, and examine suspicious applications.

These tools support your compliance program; they do not determine whether your organization is compliant and do not replace legal advice or official filing systems.

Check availability

Your organization may have one or both of these optional packages:

DEI & Compliance: demographics, EEOC- and OFCCP-oriented exports, adverse impact (four-fifths rule) testing, DEI goals, blind review, redacted resumes, the test-only identity verification mock, and the fraud queue.
Candidate surveys: stage-triggered candidate experience surveys and aggregate NPS reporting.

NPS means Net Promoter Score, a common measure based on a 0–10 experience question.

If a section is missing, ask an Org Admin or InsightHire support whether the relevant package is enabled for your organization. Some tools also require an Org Admin to turn on an organization setting.

Set up DEI and compliance tools

Ask an Org Admin to confirm the DEI & Compliance package is available.
Open the compliance settings in InsightHire.
Decide with employment counsel whether to enable voluntary demographic collection.
Decide whether blind review fits your early screening policy.
Assign an EEO-1 job category to each position used in reporting.
If needed, add aggregate DEI goals for a demographic dimension and hiring stage.
Test the candidate and recruiter experience before using the settings in a live process.

Set up candidate surveys

Ask an Org Admin to confirm Candidate surveys is available.
Open the compliance settings in InsightHire.
Add a survey and choose the hiring stage that should send it.
Activate the survey.
Move a test application into that stage and confirm the survey arrives.
Review aggregate responses in the candidate experience analytics area.

Understand the safeguards and limits

Demographic questions are voluntary and should not be used as automatic hiring gates.
Small demographic groups are suppressed in supported analytics and exports to reduce re-identification risk.
Blind review reduces visible personal information but is not encryption and cannot remove information a candidate says or shows in an interview.
Fraud and trust flags are human review aids. They are not proof of fraud and must not make an automatic employment decision.
Identity verification currently uses a mock or stub flow for testing; it is not a production identity-checking service.
EEOC- and OFCCP-oriented exports are preparation aids, not official filings.
Adverse impact (four-fifths rule) testing is a statistical screen, not a legal determination — a flagged result is a starting point for investigation with counsel, not a conclusion.

Choose a guide

Legal caution

Work with qualified counsel to decide what information to collect, what notices and consent are required, who may see the data, how long to retain it, and how any export maps to your obligations. Laws and filing requirements vary by location and organization.