With the Right Applicant Tracking System, Managing Applicant Flow Data is a Breeze
In a previous blog post, we took a close look at the regulations that employers (primarily Federal contractors and subcontractors), must adhere to under OFCCP regulations. As was evident, there is a significant amount of information that you must keep track of and be able to report on in the event of an audit. To maintain all of this information, the OFCCP recommends that employers systematically and consistently record “applicant flow data.”
Remember, employers should always consult with an affirmative action expert or labor attorney throughout every step of the government contracting process.
So What Exactly is Applicant Flow Data?
Applicant flow data is essentially all of the information needed by auditors to conduct an adverse impact analysis. This information is captured by employers through the use of an applicant flow log (AFL). An applicant flow log contains information regarding which jobs were open during a period, who applied to these jobs (information to be recorded is listed below) and which candidates were selected as hires. Effective applicant flow logs allow an employer, as well as an auditor, to paint a picture of the hiring process and determine whether it is compliant with OFCCP standards for EEO/AA initiatives.
Below, RPL Management Resources provides an overview of what specific information is required to be tracked and stored per candidate in an AFL by Federal Law.
Note: As a Federal contractor, you must collect and store EEO/AA data, but only if it is offered voluntarily by the applicant. Employers must also communicate to applicants that providing such information has no impact on whether or not they are chosen for a job.
- Date the application was received
- Applicant name
- Position applied for
- EEO code of the position or job group
- Applicant sex, race, and ethnicity
- Applicant veteran status
- Applicant disability status
- Hire/Non-hire decision
- Specific, job-related reason for non-selection (Disposition Codes)
- Highest stage achieved by candidate if passed on
- Date of hire or date of rejection
- Name of hiring manager
Managing Applicant Flow Logs Can Be Overwhelming for Small and Medium-Size Employers
Applicant flow logs play a valuable role in our employment economy. They help to deter discriminatory hiring practices and ensure that all Americans have equal access to Federally funded jobs. However, maintaining applicant flow logs can be incredibly burdensome for most businesses, especially those small and medium-size businesses that still manage their hiring processes manually. The time spent collecting and recording all of this data can be crippling, especially when resources are scarce.
Automate Applicant Flow Logs With the Right Applicant Tracking System
If you are currently managing your applicant flow log manually (or not at all), then it is time for an upgrade. With the introduction of the right applicant tracking system, you can automate the creation of your applicant flow logs. Through voluntary EEO/AA questionnaires, applicant tracking systems allow you to collect and store all of the information related to Executive Order 11246, VEVRAA and Section 503. Additionally, with minimum qualification questions, reasons for non-selection, and advanced analytics/reporting functionality, a compliant applicant tracking system empowers you to justify the legality of your hiring processes.
Tired of stressing over collecting, tracking and storing all of the information required by OFCCP regulations? Download our quick guide to choosing an OFCCP compliant applicant tracking system and never worry about compliance management again!