What is EEOC Compliance?
EEOC compliance means US hiring practices must not discriminate on race, colour, religion, sex, national origin, age, disability or genetic information. In practice it requires consistent, job-related selection criteria and documentation sufficient to defend any adverse decision.
Last updated July 2026 · Reviewed by the TalentHive product team
Also known as: equal employment opportunity, fair hiring compliance
AI in hiring is squarely in scope. Employers remain responsible for the outcomes of automated tools, and jurisdictions including New York City impose specific bias-audit and notice obligations on automated employment decision tools. Vendor assurances do not transfer that liability.
Three properties make an AI screening process defensible: identical structured questions for every candidate, deterministic scoring so results are reproducible and auditable, and no automated adverse action — a human makes every rejection decision. TalentHive is built to all three.
Related terms
Structured Interview
A structured interview asks every candidate for a role the same predetermined questions in the same order, and scores answers against a fixed rubric. Decades of selection research find structured interviews substantially more predictive of job performance — and far more legally defensible — than unstructured conversations.
AI Voice Interview
An AI voice interview is a real-time spoken conversation between a candidate and an AI interviewer that asks role-specific competency questions, adapts with follow-ups, and produces a scored, transcribed result. It replaces the recruiter phone screen and can run for every applicant, around the clock.
GDPR Compliance in Recruiting
GDPR compliance in recruiting requires a lawful basis for processing candidate data, transparency about how it is used, defined retention limits, and working rights of access, rectification and erasure. It applies to any employer processing data of candidates in the European Union.
Interview Scorecard
An interview scorecard is a predefined set of competencies with rating scales and behavioural anchors that interviewers use to evaluate every candidate identically. It converts subjective impressions into comparable scores and creates the written record that makes hiring decisions defensible.
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