EEOC Compliance

Imagine this. You are sitting in your office on a beautiful mid-October day, going about your daily tasks to ensure a happy and healthy workplace. All of a sudden you get word that your company is being audited for EEO compliance, and to top it all off, you need to have everything ready…FAST!

The EEOC (Equal Employment Opportunity Commision) 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.

For many HR and recruiting professionals finding a quality ATS (applicant tracking system) that allows you to get the data you need equipped with help from a top-notch customer support team is critical.



EEO & OFCCP Compliance Hiring Tools

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.

Benefits for Your Entire Recruiting Team

An ATS with EEO and OFCCP compliance tools will benefit employees at all levels of your organization. Below are ways that a quality ATS can benefit HR professionals spanning the most important roles in the recruitment process.


With a quality ATS equipped with compliance tools, recruiters no longer need to worry about manual data capture. Built-in EEO and OFCCP functionality such as reason for non-selection, minimum qualifications and more keep your company safe, allowing you to focus on activities that get candidates in the door.

HR Directors

HR Directors have immediate access to pre-built compliance reports. Being able to easily create applicant flow logs as well as hire and offer logs make sure you are prepared in the event of an audit.


Get peace of mind knowing that your organization’s recruiting practices adhere to EEO and OFCCP standards, making sure you avoid costly audits. Find an ATS that can also keep track of your team’s activities and stay ahead of any compliance issues that may arise.

Second to None Customer Support

All of the tools in the world aren’t going to help you if you don’t know how to access them or pair them with your organization’s process. Find an ATS company with quality customer support to ensure you get the most value out of your ATS.

Having an ATS that collects EEO data and a team behind that ATS that is ready to support you at a moment’s notice will give you time back in your day and money back in your pocket.

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.

To ensure that you are offering equal employment opportunities to all demographics and promoting workplace diversity, it is essential that your application process is optimized for mobile users. Below is a checklist of “mobile recruiting” must haves. Beyond these, your application process should also be tailored for an enjoyable candidate experience, meaning that it is responsive across all platforms so that candidates can apply from any source.

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.