The United States does not have one complete hiring checklist for every employer. Federal rules interact with state and local requirements, and the right process depends on the role, work location, employing entity, and worker classification.
Before you publish the role
- Define the job-related outcomes and requirements.
- Review whether federal, state, or local rules affect the advertisement or selection process.
- Avoid requirements that act as proxies for protected characteristics or unrelated privilege.
- Confirm whether the role requires a license, background check, security condition, or other regulated step.
- Decide how candidate information will be handled.
Work authorization
Employers generally use the required employment-authorization process, including Form I-9. Some employers and situations may involve E-Verify. Use the current USCIS Form I-9 guidance and E-Verify requirements rather than relying on a generic screening question.
Ask neutral, consistent questions about authorization. Do not use name, nationality, accent, or appearance as a proxy. Do not allow HireMike’s capability score to decide authorization.
Hiring process checkpoint
- Job requirements are job-related.
- Eligibility and capability are separate.
- The same screening criteria apply to every candidate.
- Required notices, checks, and consents are handled through the appropriate process.
- State and local requirements have been checked.