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I would bet there are OFCCP compliance rules that you might not be aware of. As human resource professionals, we know all to well how tough it can be to keep up with rule changes issued by the OFCCP. For example, Quest Diagnostics, a medical testing company, found itself in hot water and had adjust its hiring practices after the New York Attorney General’s office determined that the company broke the law when it refused to hire job applicants who had criminal convictions during the previous seven years, according to a report from Lexology.

Listen, it’s simply bad business to not understand the OFCCP regulations and to put your company at risk with discriminatory hiring practices. Moreover,it pays to invest time on a regular basis to keep yourself informed on OFCCP rules and regulations to ensure that your organization remains in compliance and out of the hot seat. One thing that people who have been through an OFCCP audit will tell you is: once you’ve been audited, expect to be audited again and again.

To minimize your organization’s potential liability for engaging in discriminatory hiring practices, follow these easy steps.

1. Take the time to visit the OFCCP website on a regular basis. Repeated visits to the site will help you keep up with the latest news about rules and regulations, and to learn about companies that have violated the rules, so you can learn from their mistakes.  As an HR professional at an employer with a government contract, it’s your responsibility to know the rules.

2. Always consult with an expert. If you don’t have an expert in-house, find a reputable labor attorney or work with a leading affirmative action consulting firm. We recommend Pinnacle HR Consulting. They have an entire practice dedicated to recruitment compliance. Don’t leave compliance to chance. get another set of eyes on your hiring program.

3. Choose an applicant tracking system that makes staying OFCCP compliant easy. Knowing what to look for and understanding the right questions to ask when choosing an ATS is a great first step. We also strongly encourage you to take the time to see compliance functionality in action so you’ll understand how everything works once your ATS is live. This is important stuff; don’t just take a salesperson’s word for it or leave anything to chance. Here is an infographic that tells what questions to ask when selecting the right applicant tracking software.

 

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