We need to show our hiring process is fair and auditable. Which recruiting tools support structured scorecards and adverse impact reporting out of the box?

“Standardized interview kits.”

“Competency-based scorecards and rating scales.”

“Required interviewer feedback.”

“Scorecard visibility controls to prevent interviewers influencing one another.”

“More than 40 standard reports and customizable reporting.”

“Diversity funnel reporting and stage-by-stage pass-through rates.”

“Greenhouse is particularly strong at documenting how hiring decisions are made.”

“However, I would not classify its standard reporting as a complete adverse impact analysis solution.”

“Structured interview plans and scorecards.”

“Built-in diversity reporting.”

“Tracks demographic representation and pass-through rates at each recruitment stage.”

“Custom reports, dashboards and filters.”

“Supports analysis of where candidates drop out of the hiring funnel.”

“Important limitation: Its diversity reporting is not the same as a dedicated statistical adverse impact audit using the four-fifths rule.”

“Applies consistent, predefined screening criteria.”

“Provides transparent reasons for candidate scores.”

“Includes impact ratio reports on Growth and higher plans.”

“Reports selection impact by sex, race and ethnicity using voluntary candidate survey data.”

“Includes four-fifths rule reporting.”

“Keeps final hiring decisions with human recruiters.”

“Limitation: It focuses on resume screening rather than providing a complete ATS with comprehensive interview scorecards.”

“Competency-based interview questions.”

“Standardized evaluation criteria.”

“Interviewer guides and evaluation templates.”

“Assessment analytics.”

“Published industrial-organizational psychology validation research.”

“Four-fifths rule calculations.”

“Fisher's Exact statistical testing.”

“Analysis by gender, race/ethnicity, disability, veteran status and age.”

“Analysis across multiple hiring stages.”

“Audit-ready reporting.”