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I cannot speak to Canadian law, but in the US, there is no specific retention for unsolicited resumes. In general, most personnel experts discourage companies from accepting unsolicited resumes.  Anti-discrimination laws prohibit selective retention of resumes, and a company can be in violation if one department retains unsolicited resumes and occasionally considers them for open positions, and another department destroys the resumes upon receipt. Once you start using unsolicited resumes during the hiring process you are required to retain all of the resumes your receive for the same period as those resumes you gathered for an open position. (Retention is usually one year, but some state laws extend this period.) You can, however, implement a blanket policy stating that the organization will never accept or consider unsolicited resumes, then you will be not required to retain them at all… but you have better make sure that everyone in the organization follows that policy.





Thoughts and opinions expressed here are my own.



 "Evans, Janet (ORC)" <<a href="/cgi-bin/wa?LOGON=A3%3Dind0211%26L%3DRECMGMT-L%26E%3D0%26P%3D814278%26B%3D--%26T%3Dtext%252Fplain%3B%2520charset%3Dus-ascii" >[log in to unmask]</a>> wrote:Hi Everyone,

How does everyone handles resume retentions out there?

Do you separate resumes for competitions and non-solicited?

Thanks,

Janet Lee Evans
Records Specialist
Ontario Realty Corporation

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