United States — EEOC (Title VII, the ADA, and the ADEA)
What it asks of employers
- Check that everything you screen candidates on is actually required for the job. As the employer, make sure the qualifications the tool screens for are genuinely related to the job and needed to do it, for each role.
- Consider whether a less-discriminatory way to screen is available. Being job-related isn't the end of the analysis. If a screening practice has an unequal impact, look for an equally effective way to screen that would have less impact — and if one exists and you decline it, that practice can still be unlawful. Keep a record of the alternatives you considered.
- Keep your own application and hiring records. Retain your application and personnel records — including records tied to automated screening — for at least one year, and longer if a discrimination charge is filed until it is resolved. This is your own retention duty as the employer, separate from the records Amp keeps on your behalf.
- Offer candidates with disabilities an accommodation or another way to be assessed. When an automated tool helps screen candidates, let a candidate with a disability ask for a reasonable accommodation or an alternative way to be evaluated, and don't screen anyone out because a disability affects how they interact with the tool.
- Don't let automated screening disadvantage candidates aged 40 and older. Make sure the criteria the tool screens on don't act as a stand-in for age or put candidates aged 40 and older at a disadvantage. Amp applies the same job-related scoring to every candidate, but its bias testing doesn't measure age — so confirming there's no age-based effect is your responsibility as the employer.
What Amp does
- Amp watches for unequal selection rates (the four-fifths rule). Amp tests candidate scoring across demographic groups using the four-fifths rule — the standard measure that flags when one group is selected far less often than another — so unequal selection rates surface for the customer to review.
- Amp scores every candidate the same way, on job-related criteria. Every candidate for a role is evaluated on the same job-related criteria, applied the same way to everyone.
- Amp keeps hiring records for regulator inquiries. Amp keeps records of selection rates and scoring results and can export them to support an inquiry from the EEOC, the U.S. federal agency that enforces anti-discrimination hiring law.