I published a blog post today “How to Choose Applicant Tracking Software to Ensure OFCCP Compliance”. As a former corporate recruiter, I was often asked to investigate ways to capture, store, and analyze an employer’s EEO/AA information. Over the years, I evaluated dozens of applicant tracking systems without much luck. Most vendors either ignore EEO/AA data collection or worse, offer incomplete systems that expose employers to risks they weren’t even aware of.
With the Department of Labor and EEOC slated to receive a record amounts of new funding in 2010, there will undoubtedly be an increase in employment litigation and thus, more focus on how companies are collecting EEO data. Also, as a result of the Recovery and Reinvestment Act, there’s going to be a record number of new government contractors in the market, many of which unaware of their OFCCP obligations.
But there is good news. Tracking the information that can help your company stay in compliance, perhaps even reduce hiring discrimination, has really never been easier as long as you choose the right recruiting software.
So, I’ve written a guide reflecting what I’ve observed over the past couple of years with some helpful advice for those trying to get their arms around managing EEO and OFCCP compliance.
Uncle Sam and OFCCP Compliance
Ever been through an OFCCP audit? They’re not fun especially if you’re not prepared. The biggest part of being prepared for any sort of OFCCP “event” is capturing and tracking the right data – all the time.
Recently, I wrote a blog post titled “How to Choose Applicant Tracking Software to Ensure OFCCP Compliance“. As a former corporate recruiter, I was often asked to investigate ways to capture, store, and analyze an employer’s EEO/AA information. Over the years, I evaluated dozens of applicant tracking systems without much luck. Most vendors either ignore EEO/AA data collection or worse, offer incomplete systems that expose employers to risks that could have been avoided.
This year the Department of Labor and EEOC are slated to receive a record amount of funding. There will undoubtedly be an increase in employment litigation and thus, more focus on how companies are collecting data to ensure OFCCP compliance. Also, as a result of the Recovery and Reinvestment Act, there’s going to be a record number of new government contractors in the market, many of which unaware of their OFCCP obligations. But there is good news. Tracking the information that can help your company stay in compliance with the OFCCP and perhaps even reduce hiring discrimination, has really never been easier as long as you choose the right recruiting software.
Interested in reading more about OFCCP Compliance and how to choose recruiting software to keep you out of hot water? More….
Joel Passen is the Head of Marketing at Newton Software, a technology company that designs applicant tracking software for small and medium-sized employers. Joel has been involved with the intersection of technology and recruiting his entire career. Follow Joel: @jpassen
