Based on an article that I located from ADP, HR compliance issues tend to arise throughout the course of the employee lifecycle $($ADP$,2023).$ In my previous role at a different company, there were several areas of HR practices that were questionable. The main experience that Ill share pertains to the recruiting side of HR$.$ The companys job posting for a specific position couldve been portraited as discriminatory. Some of the details on the job posting said theyre only looking for recent college graduates that graduated between $6-12$ months ago. It was argued that they were looking for candidates who were of a specific age. Generally speaking, the majority of undergraduate students entering the work force, are somewhere in their early to mid$-$twenties. Per the ADP, recruitment ads shouldnt use any language that shows preference for a candidate based on protected information or characteristics $($ADP$,2023).$ The other example that I have is how they used different assessments that were conducted prior to the candidates first interview. Essentially, if you didnt score high enough on the initial assessments, you were just given a courtesy interview. If your scores were high enough, you would have a different set of interview questions that would be asked. This made the interview process appear biased towards candidates who scored higher on their assessments. These candidates clearly were given better opportunities in the interview stages for advancement onto the next round of interviews. In both scenarios, having an updated HR policy is necessary. According to the ADP, employee compliance starts with effective communication. Information on ethical behavior and best practices should be provided on a regular basis and made accessible to everyone in the organization $($ADP$,2023).$ With an updated HR policy, they could first update their job postings verbiage to remove indicators for a specific group of people to apply to the position. Additionally, they could rephrase it by just requiring a bachelors degree. As far as the assessments are concerned, I believe that despite someones ability to score well on an assessment, should be given the same opportunities to advance within the interview stages. Coming from personal experience, Im a horrible test taker but my interview skills are quite efficient. Learning from past experiences, has really helped me understand the importance of having the companys HR department consistently audited for accuracy and compliance with specific legal regulations. Without consistent, up to date practices, a company can face many litigations that can prove detrimental to the companys reputation and functionality.