There may be wacky excuses for missing a day of work and getting caught sleeping in your cubicle. But there’s no excuse for non-compliance in your hiring process. From OFCCP to I-9, you’ve got to stay current on recruiting compliance risks and rewards.

The New Components of Compliance points out that compliance awareness is not optional, and lists 10 factors to improve compliance with OFCCP regulations that can get you on the way to reducing risk and exposure. Deferring the technology investment can cost a lot more than just your peace of mind.

“In 2006 and 2007 combined, the OFCCP collected more than $100 million in settlements from federal contractors with noncompliant recruitment and hiring practices.”

Compliance 101: Work-Eligibility Verification and the IRCA offers ideas on staying ahead of the game with employment eligibility I-9 verification in the US. Stay aware of changes in your state as new laws can require immediate compliance.

When it comes to hiring compliance, there are no excuses. You need a systematic process that captures data and delivers a consistent approach across your company.