[Verse 1] When you're building your workforce, collecting the data EEO forms track the patterns that matter Race and gender, age and disability Monitor trends for equity and stability Document everything, keep records clean Fair hiring practices, transparent and seen [Chorus] Four-fifths rule, statistical test Adverse impact puts fairness to rest OFCCP watching federal deals Ban the box, give second chances real Salary secrets stay in the past Uniform Guidelines make hiring last [Verse 2] Eighty percent threshold, the four-fifths line If selection rates fall below that sign Statistical significance, p-value low Disparate impact starts to show Federal contractors face the spotlight OFCCP audits keep standards tight [Chorus] Four-fifths rule, statistical test Adverse impact puts fairness to rest OFCCP watching federal deals Ban the box, give second chances real Salary secrets stay in the past Uniform Guidelines make hiring last [Bridge] Consistency across every decision Document reasons with surgical precision Criminal history waits for later stages Previous salaries turn forgotten pages Job-related criteria, business necessity Validate your methods scientifically [Verse 3] Uniform Guidelines set the foundation Selection procedures need validation Criterion-related, content-based proof Construct validity keeps methods bulletproof Fair chance hiring opens the door Second opportunities level the floor [Chorus] Four-fifths rule, statistical test Adverse impact puts fairness to rest OFCCP watching federal deals Ban the box, give second chances real Salary secrets stay in the past Uniform Guidelines make hiring last [Outro] From application to final selection Every step needs careful inspection Compliance protects both sides of the table Fair hiring keeps your workforce stable
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