This article provides some guidelines on recruiting legal requirements. These requirements will vary depending on the countries in which you operate. You should be aware of the local work legislation and apply them when using Personio Recruiting. You must ensure equal opportunities for candidates.

Job description

When creating a job and writing a job description, keep the following points in mind:

• Discrimination: Your job must be available to qualified candidates, regardless of their age, ethnicity, race, gender, disability, sexual orientation, and religion. You cannot, for example, ask for a “native speaker”, "young man" or “a female assistant”. 
  
  

• Gender neutrality: We recommend being as neutral as possible. You can also add a third gender for more inclusion. In your job title, you can include another letter for the third gender in your posting (for example, M/F/X or M/F/D).
  
  

• Candidate privacy: You must avoid asking for personal information (photos or ID) upfront in the application. You must also keep candidates' data private and should not share data with a third party. 
  
  

• Transparency: We encourage you to be truthful and accurate about the job you promote. You must not reuse content from other companies' job postings.

External job boards must respect these legal requirements, and they are part of their quality process. If they are not met, your job will not be published. Read more about job board's quality requirements.

Automated screening

Personio automated screening feature filters candidates based on their answers in the application form. This helps you quickly find out whether a candidate meets your criteria. 

• Discrimination: You must ensure your questions do not ask about protected characteristics in a direct or indirect way. This includes race, religion, age, gender, disability, sexual orientation...  For example, "What is your native language?". Instead, ask "What is your language proficiency in English?" and use the options "basic", "intermediate" or "fluent" as potential answers. 
  
  

• Candidate privacy: You should not ask questions that are personally invasive. For example, if the candidate is married, has children or the year they completed their last diploma.
  
  

• Unfair bias: You should also wonder if the screening question result in unfair discrimination of candidates. For example, if you automatically reject candidates who have an equivalent qualification to the specific one stated in the screening question. 
  
  

• Inaccuracies: Ask yourself if the screening question is a definitive rejection criterion. For example, if the question automatically excludes candidates living at a certain distance from the place of work. You might miss out on applicants willing to relocate for the job.