This article provides a summary of legal recruiting requirements. These requirements might vary depending on the countries in which you operate. You need to comply with local work legislation when using Personio Recruiting. Always make sure to provide equal opportunities for candidates.

Job description requirements

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

• Discrimination: Your job needs to be available to qualified candidates regardless of any protected characteristics. You can't, for example, ask for a "native speaker", a "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: Avoid asking for personal information (photos or ID) upfront in the application. You need to keep candidates' data private and avoid sharing data with a third party.
• Transparency: We recommend being authentic and accurate about the job you promote. Don't reuse content from other companies' job postings.

External job boards need to respect these legal requirements, as they are part of their quality process. If these requirements aren't met, they won't publish your job. Read more about job boards' quality requirements.

Automated screening requirements

Personio's 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: Ensure your questions don't ask about protected characteristics in a direct or indirect way. For example, instead of asking, "What is your native language?" ask, "What is your language proficiency in English?" and use the options "basic", "intermediate", or "fluent" as potential answers.
• Candidate privacy: Don't ask questions that are personally invasive. For example, don't ask if the candidate is married, has children, or the year they completed their last diploma.
• Unfair bias: Consider whether the screening question might result in unfair discrimination of candidates. For example, if you ask for a specific qualification in a screening question, you might reject suitable candidates who have an equivalent qualification.
• Inaccuracies: Consider whether the screening question is a definitive rejection criterion. For example, if you specify that candidates must live within a certain radius of the workplace, then you might miss out on candidates willing to relocate for the job.

Learn how to set up automated screening and find frequently asked questions on the feature.