Applicant Tracking SYSTEM EEO/OFCCP Compliance

A guide to choosing an

to ensure

Some tips and secrets

foR you!EEO and OFCCP regulations are confusing enough. This is a guide designed to help you ask the right questions when choosing an applicant tracking system. Remember, it’s always best to consult an AA consultant or labor attorney if you are not certain of your reporting responsibilities.

Some tips and secrets

foR you!EEO and OFCCP regulations are confusing enough. This is a guide designed to help you ask the right questions when choosing an applicant tracking system. Remember, it’s always best to consult an AA consultant or labor attorney if you are not certain of your reporting responsibilities.

APPLICANT TRACKING SOFTWARE

SECRETS1. You’d probably expect that recruitingsoftware that will capture, track and report EEO/OFCCP data automatically would beexpensive and difficult to implement. It’s NOT.

2. Thanks to new delivery methods and even 2. Thanks to new delivery methods and even newer business models, there’s technology available that you can set up in a matter of hours, maybe days.

3. Start fresh. Don’t assume that you can take 3. Start fresh. Don’t assume that you can take data from your bulky spreadsheets and solve your previous problems with an applicant tracking system. More often than not, this only creates further reporting problems. Make a clean switch and start using your new ATS with current data.

Get educated and do your homework. Start by talking to an affirmative action consultant or labor attorney and understand your tracking and reporting responsibilities. Next choose someinteresting vendors and do the demos, kick the tires and ask the right questions. Turn yourOFCCP headache into just another thing that you have under control.

APPLICANT TRACKING SOFTWARE

SECRETS1. You’d probably expect that recruitingsoftware that will capture, track and report EEO/OFCCP data automatically would beexpensive and difficult to implement. It’s NOT.

2. Thanks to new delivery methods and even 2. Thanks to new delivery methods and even newer business models, there’s technology available that you can set up in a matter of hours, maybe days.

3. Start fresh. Don’t assume that you can take

Get educated and do your homework. Start by talking to an affirmative action consultant or labor attorney and understand your tracking and reporting responsibilities. Next choose someinteresting vendors and do the demos, kick the tires and ask the right questions. Turn yourOFCCP headache into just another thing that you have under control.

Question 1.

A great looking, fully-integratedcareers site that displays your EEO disclaimer and provides everyapplicant with a voluntary EEO / AA questionnaire should be simple toset up with very little IT support.

Can we request voluntary EEO information from every applicant?

Question 2.

Choosing recruiting software thatautomates this critical step in theprocess saves time and promotesconsistently while ensuring you areonly tracking qualified applicants that meet your minimum requirements.

Can we ask minimum qualification questions for every job?

Question 3.

OFCCP regulations require employersto capture a reason for non-selectionfor every applicant that is dispositionedat any stage of your recruiting processas a pass. This process must be made simple so any user in the system isempowered to select a dispositionempowered to select a dispositioncode without training.

Can we capture a reason for non-selection for every applicant?

Question 4. Every federal contractor must generate applicant flow logs that record all the information required by the OFCCP regulations for conducting an adverse impact analysis. If an applicanttracking system is already tracking all tracking system is already tracking all the relevant information that comprises a flow log, generating a report should be simple.

Can we automatically create an applicant flow log for every job on-demand?

Question 5.

The purpose of this report is to record applicant data for each hire and joboffer made. Only select applicanttracking software that automatically tracks all of the required informationto fulfill the OFCCP regulations.

Can we create Hired / Offers logs instantly?

Question 6.

Only the appropriate people in HRshould be able to access applicants’ affirmative action information andproduce reports. Choose applicanttracking software that promotescollaboration but restricts sensitiveapplicant data from hiring decision applicant data from hiring decision makers.

CAN WE LIMIT THE PEOPLE THAT CAN ACCESS AA / EEO / OFCCP DATA?

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