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Examples of Typical Disposition Codes

•  Other Candidate Selected •  Not Best Fit •  Not Suitable •  Other •  Blank

Strategic Disposition Codes

•  Candidate declined offer

•  Did not consider – Data management technique

•  Does not meet basic qualifications

•  Could not contact to schedule 1st interview

•  Did not return calls

•  Offer rescinded – Did not pass background check

Disposition Code Entry Best Practices

•  Timeliness –  Disposition in real time –  Set up system so must disposition before closing requisition

or generating offer letter •  Do not use “dump codes”

–  Better candidate selected –  Not considered in middle of requisition

•  Audit use of disposition codes in requisitions –  Evaluate recruiters on effective use

The Power of the Internet Applicant Rule – How to Strategically Refine Applicant Data

Minus Never Considered 20/800 .03

40/900 .04 2.169 8

Analysis

Rate for Females

Rate for Males

Standard Deviation Shortfall

Unrefined – All Candidates 20/1000 .02

40/1000 .04 2.622 10

Minus Never Considered 20/800 .03

40/900 .04 2.169 8

And Minus Does Not Meet Basic Qualifications

20/725 .03

40/850 .05 2.012 7

And Minus Withdrew 20/675 .03

40/825 .05 1.854 7

The Other Side of the Equation: Hire Data

•  Look at your hire data – are they truly New Hires? –  Rehires –  Union Recalls –  “Transfers” –  Conversions

•  Note: Often “moves the needle” more than applicant data refinements

OFCCP’s “New” Tool

•  Requests for Expression of Interest –  Candidates who do not meet the definition of an

applicant

•  What are Contractors’ recordkeeping obligations? –  Data? –  Documents?

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How Should Employers Respond to OFCCP Requests for “Expressions of Interest?”

•  Think about/find out why they are asking –  FCCM checkbox for IAR –  Adverse Impact –  Inexorable zeroes/underutilization/steering

•  Respond accordingly –  If always ask/checking off a box, narrative –  If adverse impact, address –  If inexorable zeroes/underutilization/steering, recruitment for affected groups

•  OFCCP needs to articulate a reason for additional candidate data •  If going to provide, analyze first!

–  Know what OFCCP is going to see once they start looking so you can be prepared to respond

OFCCP is Going Deeper and Wider in Audits

•  Two years of applicant data •  All expressions of interest •  What is your definition of internet applicant •  Need to verify it was applied properly

–  They want to check your work –  And if they don’t think it was done correctly they will add

candidates back into the analyses

Be Aware of 1:1 Ratios

•  What is a 1:1 Ratio –  One applicant for one hire

•  Address proactively through the data pre-submission –  Ensure the job group is not 1:1 –  Gather additional applicant data (staffing agencies, interviewers, other sources) –  Was this really a “New Hire” (think Rehire, Conversion, etc.)

•  Crafting your response: This is not a violation if: –  Posted with state, if appropriate –  Posted with M/F/D sources if “goals” AND –  No one else applied

Effective Outreach for OFCCP Audits

New Obligations under the New Regulations

Many new obligations, but the big changes are: •  For the first time, data collection

–  Must solicit veteran and disability status of applicants –  Must solicit disability status of employees

•  Disability placement goals (7%) •  Veteran hiring benchmarks (6.9%) •  Must assess the effectiveness of outreach efforts

Data Collection and Analysis

•  Must collect and maintain: –  Number of total applicants who self-ID as disabled and/or veteran –  Total number of job openings and number of jobs filled –  Total number of applicants for all jobs –  Total number of disabled and veterans hired –  Total number of applicants hired

•  Must maintain records of “computations or comparisons pertaining to applicants and hires”

•  Must retain data (and any analysis) for 3 years

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New Data Obligations for Vets and the Disabled

•  Items 7 (Sec 503) and 11(VEVRAA) on the Itemized Listing: –  “Results of the evaluation of the effectiveness of the outreach and

recruitment efforts” for the disabled and covered veterans •  Common requests:

–  Provide a description of all outreach activities your company participated in during the plan year

–  Provide documentation of outreach activities to veterans & disabled individuals (and women & minorities)

–  Provide the name and contact information for the organizations contacted

What is Effective?

•  Its not just about “push out,” but the “pull in” •  Three veteran organizations example:

–  Vets Emporium: No vets referred. –  Vets R Us: Lots of vets referred: none hired. –  GetVets: Vets referred and hired.

•  Which one is the most effective? •  Which one is the most dangerous?

How to Monitor Effectiveness

•  Consider asking multiple times and track it

–  Referral source drop down in ATS on application – first touch

–  Phone screens “How did you hear about us?” – second touch

–  New Hire orientation paperwork – third touch

•  Identify which sources are working and not working

•  Good rule of thumb pre-submission - add 3 & take away 3

Take Aways

•  OFCCP has said “failure to meet goals/benchmarks is not a violation; failure to try is.”

•  Show OFCCP you are trying: –  Generally say what worked well –  Note areas where continue to work with source(s) –  Describe areas where changes were made/different source(s)

added •  Try to focus OFCCP on areas where goals exist •  Get reports/data to use, if necessary

PepsiCo

Performance with Purpose

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Better Together Outreach Process •  Based on Lean 6 Sigma Process Design •  11 Week Critical Path •  Directly Tied to AAP & Progress to Goals •  Defines Fundamental Local Market Requirements for Success •  Insure Local Market Challenges & Opportunities are Addressed •  Sustainable/Documented CBO Relationships •  Less Work Due to Shared Effort among Divisions •  Confidence in Defendable Outreach for All PepsiCo Divisions in a

given market in One, Unified Effort

Sign In Table: •  Greet Attendees •  Provide CBO Binder & Name tags •  Creating Documentation & Evidence of

Activity •  Sign in Sheet •  Collect Business Cards

Opening Remarks: Michael Poole (PBC) & Jason Westenskow (FL)

Each Division Presented: 1.  Division Specific Selection

Process & Criteria 2.  High Volume Opportunity

Position •  Job Description •  Basic Qualifications

3.  Online Candidate Experience

4.  Division Process Q&A

Melissa Bimbi Frito Lay, Zone Business Manager

#3FritoLayRSR

#2PBCD-BayDriver

#4TropRSR

#5PBC

Warehouser

RegistraDon

PaFOrzel JeffBrozovic=2-3-4-5

JimKuchar= 3-4-5-2KevinWoods= 4-5-2-3Adriana/Erin=51stStreetTour

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