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October 7, 2025Starting January 1, 2026, Ontario employers will face a significant shift in their hiring practices. New legislation under Ontario Regulation 476/24 introduces a "duty to inform" requirement that fundamentally changes how employers communicate with job candidates. If you're an Ontario employer, now is the time to prepare.
Ontario's new recruitment legislation, introduced under Bill 149, the Working for Workers Four Act, brings several important changes to the Employment Standards Act.
The most impactful provision requires employers to notify candidates who have been interviewed about their hiring status within 45 days of the last interview. This applies specifically to candidates who participate in formal interviews for publicly advertised positions.
Here are the other requirements:
Failure to comply could result in complaints filed with the Ministry of Labour and potential enforcement action. The three-year retention requirement is extensive. You must maintain every job posting and application, every statement made to interviewed candidates (salary discussions, duties, promises, answers to questions, feedback), and every communication (follow-up emails, acknowledgments, action notices, outcome letters). These records must be retrievable, secure, and ready for disclosure upon request.
Here’s how employers can prepare to meet the new requirements:
This legislation reflects a larger governmental mission to improve transparency and communication in recruitment. With 23% of job seekers citing communication issues as a reason for ghosting employers, these rules aim to create better candidate experiences.
VidCruiter's applicant tracking system features sophisticated automation tools that handle the duty to inform requirements seamlessly. Create standardized notification templates that automatically trigger at predetermined intervals. Set up automated workflows that track interview dates and trigger notifications before the 45-day deadline, ensuring no candidate falls through the cracks.
VidCruiter provides a centralized platform for managing all aspects of recruitment compliance. The system automatically tracks when candidates are interviewed, including multiple rounds, making it simple to calculate the 45-day notification window. Access real-time reporting for detailed insights into time-to-hire at each stage, and store all applicant profiles, interview notes, communications, and evaluations in one secure location.
VidCruiter securely stores every piece of the recruitment puzzle: job postings, applications, interview communications, salary discussions, feedback, and all candidate correspondence. Records are maintained in encrypted systems with strict access controls, ensuring data is protected and ready for disclosure if required by the Ministry of Labour. Quickly retrieve any historical record in seconds, and receive automated email reminders when the three-year retention period expires, prompting systematic deletion to reduce ongoing storage liability.
Create standardized templates that include required compensation information, AI disclosures, and clear vacancy descriptions. VidCruiter helps eliminate problematic language and maintain your employer brand while meeting transparency requirements. Store and access standardized interview scripts and evaluation criteria, ensuring every interviewer follows consistent, documented processes.
Whether you're a small business or large enterprise, VidCruiter scales to meet your needs. Manage hundreds or thousands of applications while maintaining personalized communication with every interviewed candidate, and free your HR team from administrative tasks to focus on engaging with qualified candidates.
These requirements present an opportunity. Organizations that embrace transparency and maintain excellent candidate communication stand out in today's competitive talent market. Using recruitment automation can help you establish a reputation as an employer that values and respects candidates, attracting higher-quality applicants and building stronger talent pipelines.
VidCruiter's comprehensive platform transforms compliance from a burden into an advantage. The January 2026 deadline may seem distant, but proper implementation takes time. Organizations that begin preparing now will have their systems tested, teams trained, and processes optimized well before the law takes effect.
Ready to ensure compliance and transform your recruitment process? Learn more about VidCruiter's applicant tracking system and schedule a demo to see how our platform can help your organization thrive under Ontario's new recruitment requirements.
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