Recruiting is hard enough. Trying to manually collect all of the information required by the OFCCP / EEOC while hiring is impossible. Luckily, with the right applicant tracking system, this data collection is managed for you. The EEOC (Equal Employment Opportunity Commission) investigates complaints based on sex, age, disability, religion, national origin, color and race, so being EEOC complaint for a firm is crucial. The OFCCP (Office of Federal Contract Compliance Programs) is responsible for ensuring employers that do business with the Federal government comply with the laws and regulations requiring nondiscrimination.
EEO & OFCCP Compliance and an ATS (Applicant Tracking System)
The first step to making sure you are ready when an EEO audit comes around is to have the right software in place. Choosing a software that has built-in EEO and OFCCP compliance tracking and reporting tools will save you time, money and headache when an audit rolls around.
Implement a system that comes equipped with compliance tools that provide insurance for your recruiting program. EEO, OFCCP, reasons for non-selection, minimum requirements, Section 503, VEVRAA updates and more. An ATS that is already built for you to use or create custom questions more in-line with your brand will help you and your company. Find one which also stores data online that you can control who has access to view the information. Do away with paper files in cabinets that take up valuable space and could be compromised at any point.
A great ATS will consistently store and track all critical hiring compliance data needed to create your applicant flow logs as well as hire and offer logs. Find a system that has your back if an audit should ever occur with pre-built reports based on OFCCP requirements and EEOC guidelines. Whether you’re a government contractor or a growing company with 50+ employees, recruitment compliance is a front-of-mind topic for recruiters and human resources pros. While OFCCP compliance regulations are specifically for employers with federal contracts, it is the responsibility of every U.S.-based employer to eliminate discrimination in their hiring processes.
Mobile Recruiting and EEOC & OFCCP Compliance
When many of us think about mobile recruiting, we think of executive-level business professionals scanning their smartphones in search of their next C-suite position. We picture fresh-out-of-college millennials scrolling through job listings, searching for that exciting opportunity to jumpstart their career. Overwhelmingly, our imagery of mobile recruiting portrays upper-class, tech-savvy business professionals navigating top-of-the-line smartphones. The reality is, these personas aren’t representative of the Americans who rely most heavily on mobile devices to engage with job opportunities.
With the proliferation of fast, reliable, affordable wireless service, Americans from every socioeconomic status are using their smartphones to access the internet. This phenomenon has given rise to the mobile-only internet user. Researchers are finding that these individuals, who make up 19% of the US population, are the ones most engaged in mobile job search activities. In this blog post, we will take a closer look at research conducted on these mobile-only users to uncover who they are and better understand how they utilize their mobile devices in the job search.
Smartphone-Dependent Users Predominantly Non-White
Recent studies have found that those who depend on their smartphones for internet access are predominantly non-white. The statistics below, uncovered from research conducted by the Pew Research Center and ComScore, highlight this trend:
- 13% of Hispanics and 12% of African-Americans are smartphone-dependent, compared to just 4% of Caucasians
- 2 in 5 Hispanic millennials are mobile-only internet users
From these findings, it is clear that there is a growing divide in how different demographic groups access the internet. This is especially true when we narrow in on how these different demographic groups search for and apply to jobs. Further research by Pew uncovered that 55% of both African-Americans and Hispanics used their smartphones to search for jobs in the past year, compared with just 37% of Caucasians. Additionally, African-Americans (31%) and Hispanics (26%) are far more likely to submit a job application from their smartphone than Caucasians (12%).
As mobile search continues to surpass search on traditional desktops, it is evident that companies lacking mobile-friendly career pages are missing out on many qualified candidates. More importantly, however, not offering a user-friendly mobile apply process can impact the ability for mobile-only applicants to successfully apply. Considering this in light of the statistics presented above, optimizing your careers page for mobile job seekers can play a big role in maintaining EEOC & OFCCP compliance.
A guide to choosing an ATS (Applicant Tracking System) to ensure EEO/OFCCP Compliance
It’s every employer’s duty to be an equal opportunity employer. For employers with government contracts, compliance is critical. Regulations are in place to ensure that all job applicants have equal opportunity to engage in the employment market. It is illegal to discriminate on the basis of: race, age, color, sex, religion, or national origin.
Affirmative Action Questionnaire
The government has very specific regulations when it comes to the format and language employers must provide to job applicants during the online application process. When choosing an ATS, make sure that you can display your EEO disclaimer on every job and provide every applicant with the opportunity to voluntarily submit an EEO/AA questionnaire when applying to a job. Over 50% of your job seekers are mobile so the entire process must be mobile-friendly too.
Minimum Qualification Questions
Most job openings have minimum requirements. Ex: A bus driver must have a valid commercial driver’s licence. Ensuring that your candidates meet all of the minimum qualifications during the online application process is a critical step in the pre-employment process. Automate this process to save time and promote consistency. Choose an ATS that allows you to create and ask job specific minimum qualification questions for every job.
VEVRAA & 503
The Vietnam Era Veteran’s Readjustment Assistance Act (VEVRAA) and recent amendments to Section 503 prohibit federal contractors and subcontractors from discriminating against all protected veterans. Employers must take affirmative action to recruit, hire, promote and retain these veterans. Your ATS must empower applicants to voluntarily self-identify as protected veterans and during the application process must display form CC-305.
Reason for Non-Selection
Regulations require employers to capture a reason for nonselection for every applicant that is dispositioned as a pass while recording the highest stage achieved in the recruiting process. Your recruiting platform must allow anyone to capture a disposition code easily – no training required.
The ability to apply to a job from a phone is often overlooked on compliance checklists. Income, race and education levels dramatically impact how applicants apply to jobs. As the rise of mobile-only internet users skyrockets, a mobile job application process becomes a must to promote diversity hiring. Plus, a mobile job application process creates a positive application experience and increases conversion rates.
Security & Privacy
Your compliance standards are only as good as your user rights. Only appropriate people in HR should access an applicant’s affirmative action data and have the ability to produce reports. Choose an ATS that promotes collaboration but restricts sensitive applicant data from hiring decision makers.
A large part of staying compliant is having the ability to collect, store and report on EEO / AA data. Choose an ATS that empowers you to generate applicant flow logs for every job and a hire/ offer log for the organization at large.
You Can Never be Too Compliant
Whether you’re a government contractor or a growing company with 50+ employees, recruitment compliance is a front-of-mind topic for all recruiters and human resources pros. While OFCCP compliance regulations are specifically for employers with federal contracts, it is the responsibility of every U.S.-based employer to eliminate discrimination in their hiring processes and be able to report on it if the need arises.
Explore this guide to OFCCP compliance. In this guide you will learn about the major regulations that you must adhere to and best practices to ensure you make it to the finish line. Once you have clicked on the link above, download the guide and start your journey to a happier, healthier and less stressful workplace.
Find more useful resources on the EEOC here.