There is no requirement in the federal regulations regarding a minimum number of candidates to interview or a temporary or regular position. The number of candidates to consider and to interview is going to vary greatly depending on the type of position and your company's particular circumstances. There is no "best practice" in this regard because of the variability associated with each hire. Questions about conversion of temps to regular status are coming up routinely in various forums, including in OFCCP compliance reviews. The topic is too complicated to cover in depth here. However, one thing to consider is this: if your company is involved in the interview and selection process for temps, even if they remain on an agency payroll, OFCCP is much more likely to consider individuals your company considered as your applicants. If the temp agency is reasonable for screening and selecting temps to place on your company site, OFCCP is likely to consider as your applicants only the individuals who were considered at the time of conversion (which may be only one candidate). Regardless of who does interviewing and selection, you should work closely with your temp services to ensure that the temp services are conducting outreach efforts aimed at finding minorities, females, protected veterans, and individuals with disabilities for your temporary positions, and you should work with your temp services to ensure that they are listing postings with the relevant Employment Service Delivery System offices.
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.