Hi Krissy, Unfortunately, there is no list that makes this easy. There are a lot of nuances to the laws and regulations that cover this topic and the facts of your particular company may impact the answer as well. Remember that OFCCP (and EEOC) often uses statistical analyses to determine whether a step in the hiring process such as an interview has adverse impact, so something seemingly innocent may in fact be a violation. However, keep in mind that one should be able to go back in time and determine why an applicant was not hired or why one applicant was hired over another, so good record keeping and objective notes from managers are important.

You can use this OFCCP audit checklist to ensure you're doing what is required to maintain OFCCP's regulations including VEVRAA, Section 503, and EO 11246. Or request a demo to streamline your compliance and recruiting efforts.