Quicky Hire Policy Center

Personalization & Targeting Policy

Overview

Quicky Hire’s Personalization & Targeting Policy governs the appropriate use of data and information when employers utilize Quicky Hire’s products to target candidates for specific job roles or to personalize products. This policy is designed to promote transparency, protect job seekers’ privacy, and ensure that personalization and targeting practices are ethical, non-discriminatory, and compliant with relevant laws and regulations.

Policy Statement

Quicky Hire does not permit employers to personalize or target job seekers based on prohibited data categories. Employers must use personalization and targeting features responsibly, ensuring that all targeting practices are relevant, respectful, and enhance the job seeker experience. Abuse of personalization and targeting features may result in content removal, account restrictions, or permanent bans to protect both job seekers and the integrity of the Quicky Hire platform.

Definitions

Personalization and Targeting

Personalization and targeting refer to the use of user data accessed through Quicky Hire’s platform to tailor job advertisements or products to specific candidates. This includes customizing job listings based on user behavior, preferences, or demographic information.

Prohibited Data Categories

Prohibited data categories encompass sensitive personal information that employers are not permitted to use for targeting or personalization purposes. These categories are protected to prevent discrimination and ensure fair hiring practices.

High-Risk Targeting Practices

High-risk targeting practices involve methods that could lead to discrimination or misuse of sensitive data, negatively impacting job seekers and compromising the platform’s integrity.

Prohibited Data Categories

Employers must refrain from using the following data categories for personalization or targeting campaigns:

  • Job Seeker Personal Information:
    • Race
    • Color
    • Religion or creed
    • Gender identity
    • Sex
    • Sexual orientation
    • Inferred or actual information about health
    • National origin
    • Age
    • Disability
    • Genetic information
    • Alleged or actual commission of a crime
    • Inferred or actual information about financial status
    • Pregnancy or childbirth
    • Physical or mental disability
    • Veteran status
    • Neurodiversity
    • Citizenship
    • Honorably discharged military status
    • Marital or family status
    • Domestic violence victim status
    • Sexual and reproductive health decisions
    • Receipt of public assistance or source of income
    • Results of previous Quicky Hire job applications
    • Inferred or actual language ability to indirectly target protected classes
    • Messages sent by a job seeker through Quicky Hire
    • Political opinions
    • Trade union membership
    • Lack of certification or licensure that is legally or professionally required for the role

*Job seeker personal information and usage data should only be used for communicating information relevant to the product being used.

Reasoning

Why Personalization & Targeting Policies are Important

Personalization and targeting can significantly enhance the job search experience by presenting relevant opportunities to job seekers. However, improper use of these features can lead to:

  • Discrimination: Targeting based on protected characteristics can exclude qualified candidates and perpetuate bias.
  • Privacy Violations: Misuse of sensitive data can infringe on job seekers’ privacy rights.
  • Negative Perceptions: Abusive targeting practices can harm Quicky Hire’s reputation and diminish trust among users.
  • Legal Compliance: Ensuring that targeting practices comply with anti-discrimination laws and data protection regulations is crucial to avoid legal repercussions.

Guidelines for Employers

1. Use Relevant and Job-Specific Data

  • Keyword-Related Targeting: Target candidates based on skills, experience, and qualifications directly related to the job role.
    • Allowed: Targeting job seekers with “software development” skills for a developer position.
    • Disallowed: Targeting job seekers with babysitting experience for an attorney role.

2. Avoid Prohibited Data Categories

  • No Targeting Based on Protected Characteristics: Do not use race, color, religion, gender identity, sexual orientation, age, disability, genetic information, veteran status, marital status, or any other protected characteristic for targeting.
  • No Inferred Sensitive Information: Avoid using inferred or actual information about health, financial status, citizenship, language ability, political opinions, trade union membership, or any other sensitive data.

3. Implement Ethical Targeting Practices

  • Avoid Overqualified Candidate Targeting: Do not target candidates who are overqualified for the position.
    • Disallowed: Targeting surgeons for a Certified Nursing Assistant role.
  • Location-Based Targeting: Target job seekers based on geographic relevance only.
    • Allowed: Targeting Data Scientists in the Chicago metropolitan area.
    • Disallowed: Targeting based on demographic factors like political or social characteristics.

4. Transparency and Relevance

  • Clear Intent: Ensure that personalization and targeting efforts are transparent and serve the purpose of matching job seekers with relevant opportunities.
  • Avoid Manipulative Practices: Do not use targeting to manipulate job seekers into applying for roles they may not be suited for or interested in.

Data Usage

  • Relevance: Keyword targeting must be relevant to a specific job advertisement and to the profile of the targeted job seeker.
  • Conditions:
    • Employers cannot target irrelevant job seeker information and may only target skills that are directly related to the open position.
    • Intentionally targeting irrelevant job seekers to present an opportunity to change careers or present a job option the job seeker may not have considered is not allowed.
    • Allowed Example: An employer hiring for an entry-level call center position in Delaware can target a job seeker without call center experience if the job seeker has recently used the search terms “call center agent” and searched for jobs in the Delaware area.
    • Employers may not target job seekers who do not possess the licensure or certification that is legally or professionally required for the job they are hiring for.

Combining Targeting Criteria

  • Keyword and Location: Keyword targeting based on job search history must be used in combination with either location information, job search behavior, or Quicky Hire Resume to increase the relevancy of the targeted content.
    • Example 1: Targeting Data Scientists in Chicago by combining keyword targeting with location-based targeting.
    • Example 2: Targeting accountants by narrowing to those with relevant certifications noted in Quicky Hire Resume.

Compliance Requirements

To comply with the Personalization & Targeting Policy, employers must:

  1. Exclude Prohibited Data Categories: Do not use any prohibited data for targeting or personalization.
  2. Use Relevant Keywords: Ensure that keyword targeting is directly related to the job role and the qualifications required.
  3. Implement Location-Based Targeting Appropriately: Use geographic information to enhance relevance without infringing on privacy or discrimination laws.
  4. Avoid Targeting Overqualified Candidates: Do not design targeting campaigns that exclude or include candidates based solely on their qualification levels.
  5. Combine Targeting Criteria Wisely: Use keyword targeting in combination with location or job search behavior to maintain relevancy and enhance the job seeker experience.
  6. Maintain Data Privacy: Adhere to all data protection regulations and ensure that job seeker personal information is used solely for relevant and legitimate purposes.

Consequences of Non-Compliance

Violating the Personalization & Targeting Policy may result in the following actions:

  • Content Removal: Job postings that misuse personalization and targeting features will be removed from Quicky Hire’s platform.
  • Reduced Visibility: Job postings that do not fully comply with the guidelines may experience decreased visibility in search results.
  • Account Restrictions: Repeated violations can lead to restrictions on the employer’s ability to post jobs or utilize certain features on Quicky Hire.
  • Permanent Ban: Severe or continuous non-compliance may result in the permanent banning of the employer’s account from Quicky Hire.
  • Legal Action: In cases of significant policy breaches, Quicky Hire may pursue legal action to protect job seekers and uphold platform integrity.

Purpose

The Personalization & Targeting Policy aims to:

  • Promote Fair Hiring Practices: Ensure that all job seekers are treated equitably, without bias based on protected characteristics.
  • Enhance User Experience: Provide job seekers with relevant and meaningful job opportunities that match their skills and interests.
  • Protect Privacy: Safeguard job seekers’ personal information by restricting the use of sensitive data for targeting purposes.
  • Maintain Platform Integrity: Uphold the quality and reliability of Quicky Hire’s job marketplace by enforcing ethical targeting practices.

Best Practices for Employers

To maintain compliance and optimize the effectiveness of personalization and targeting features, employers should:

  1. Craft Clear and Specific Job Titles:

    • Use titles that accurately reflect the role’s responsibilities without implying a particular gender or age group.

  2. Provide Comprehensive Job Descriptions:

    • Include detailed information about the role, responsibilities, qualifications, and compensation to ensure job seekers have a thorough understanding of the position.

  3. Use Organized Formatting:

    • Structure job postings with headings, bullet points, and concise paragraphs to enhance readability and clarity.

  4. Avoid Informal Language and Excessive Punctuation:

    • Maintain a professional tone and avoid using all caps, multiple exclamation marks, or informal abbreviations.

  5. Regularly Review Job Postings:

    • Audit job descriptions and targeting practices to ensure they comply with Quicky Hire’s policies and avoid inadvertent policy violations.

  6. Train Hiring Teams:

    • Educate your recruitment team on the importance of using inclusive and respectful language, and adhering to targeting guidelines to prevent unintentional discrimination.

Compliance and Support

Employers are encouraged to regularly review their personalization and targeting strategies to ensure full compliance with the Personalization & Targeting Policy. Quicky Hire provides resources and support to help employers understand and implement these guidelines effectively, fostering a fair and inclusive job marketplace.

Need Assistance?

If you have any questions about the Personalization & Targeting Policy or need help ensuring your job postings comply, please contact Quicky Hire support for further assistance.