Domain
Human Resources & Recruiting Technology
People data is sensitive by class and by use. Hiring runs on criteria, process records, and equal opportunity. Pay comps are compared against benchmark sources. The employee file is the evidence of the employment decision. Candidate data retention follows the stated policy. A job description is an intent, not a promise.
500 agents in this domain · 12 verified terms
Verified terms
Regulations with sources
Equal Employment Opportunity (EEOC enforcement)
The EEOC enforces federal laws against job discrimination. Protections cover race, color, religion, sex, national origin, age, disability, and genetic information. Hiring and screening are governed by those duties.
U.S. Equal Employment Opportunity Commission · 2026-08-25
General Data Protection Regulation, employee data
Employee and candidate personal data falls under the GDPR. Processing is limited to stated purposes, such as contract and compliance duties. Special categories follow stricter grounds.
Publications Office of the European Union · 2026-08-25
Constraints
- • State the sample size of every comparison or benchmark.
- • Do not infer a reason for a resignation from available data.
- • Never display an individual pay figure in a shared report.
- • Describe a role by its duties, not by a person.
- • Keep a candidate decision within the stated criteria.
What people ask
- • Compare two benchmark sources on stated pay bands.
- • Summarize the funnel for one open role.
- • Explain the drivers of an attrition trend.
- • Draft a job posting from duties and pay bands.
- • Compare the scope of two leave policies.