Job Posting Compliance Checklist – Pay Transparency & EEO

This checklist is for reviewing a job posting before it is published. It helps confirm the posting includes the right title template, employment type, role level, salary range, required skill list, and EEO-friendly language. It also flags common issues like vague responsibilities, missing benefits, or wording that could read as biased. Use it as a pre-publish gate, not as the posting itself.

Recruiters, hiring managers, HR, and legal or compliance reviewers can all use it, but one owner should be accountable for the final sign-off. In smaller teams, the recruiter usually runs the first pass and the hiring manager reviews role accuracy. In regulated or multi-state hiring, HR or legal should confirm pay transparency and location-specific requirements before posting.

Use it every time a new job posting is created or an existing posting is materially edited. It is especially important when the role is being posted in states or cities with pay transparency rules, when the job is remote, or when the title and duties have changed. If your team reuses postings, run the checklist again before each repost.

Yes. The checklist is built to catch language that can create EEO risk, such as unnecessary years-of-experience gates, gender-coded wording, or vague culture-fit language. It also pushes the posting toward skills-first, outcome-based requirements that align better with EEOC and OFCCP guidance. That makes the posting easier to defend and easier for candidates to understand.

The checklist helps you verify that the posting clearly separates essential functions from preferred qualifications. That matters because ADA documentation should focus on the core duties a person must be able to perform, with or without reasonable accommodation. If the posting blurs those lines, it can create confusion later in hiring or accommodation review.

The most common misses are no salary range, a title that is too vague or inflated, too many required skills, and responsibilities that do not match the actual role. It also catches postings that say remote work without clarifying remote ok, location limits, or time-zone expectations. Another frequent issue is using a generic description instead of the required What you'll do, What we're looking for, and Why join us structure.

Yes. The checklist is meant to be customized for your hiring locations, role level, and job family, such as engineering, operations, sales, or healthcare. You can add state-specific pay disclosure rules, internal approval steps, or industry-specific screening questions. The goal is to keep the review consistent while still matching the role and jurisdiction.

Ad hoc review usually misses the same issues repeatedly because each reviewer checks different things. A checklist creates a repeatable approval path, which is especially useful when multiple recruiters or hiring managers draft postings. It also gives you a record that the posting was reviewed for pay transparency, EEO language, and essential function clarity before publication.

Yes, it can be used as a manual review step or mapped into an ATS approval workflow. Many teams attach it to the requisition, use it as a shared review form, or turn it into a required checklist before a posting can be published. It also works well alongside job description templates, intake forms, and compensation approval steps.