Recruiting: Illegal ways companies are using your demographic data

Hi guys:

Recently been an observer to some of these at work place (think large, institutional place), wanted to share anonymously. 

Note: these methods work, because while they break the rules, they are un-auditable.

In many states/regions, it's not legal for companies to proactively track candidates' race and gender information, unless the candidates provide them explicitly. And depending on where your company is based/HQed/(even) where its database is hosted, there are restrictions on how candidates' personal information can be tracked. 

Here's how HR get around these rules to track unsolicited personal information/use it in recruiting:

• Creative tagging - how can you focus on recruiting certain groups of people, if there aren't always opportunities to track their demographics? Think resume drops, referrals (and some senior level hires). Here's how some HR get around it (even if they are not supposed to) - use the activity / club people list on their resume/look at them during interview/reading their names, and create a tag called "requirement satisfied" if they have certain affiliations
• Never share via email - the whole name of the game is to share without having an audit trial. What HR will do is the junior HR will make such a list / tag, and will keep the Excel in his/her local drive (and never to be emailed). Then, in a hiring discussion, they will mention that the candidate does or does not "satisfy requirement"

Anyhow, just want to flag that these are pretty common practices and while against the rule, have no repercussions. If you think people don't know your biological background when you apply.... think again...