As stated on the EEOC Website: The law requires an employer to post a notice describing the Federal laws prohibiting job discrimination based on race, color, sex, national origin, religion, age, equal pay, disability or genetic information. The “EEO is the Law” poster and the Supplement have been replaced with the “Know Your Rights” poster, […]
Category: Goals & Recruiting
Are there OFCCP requirements for career pages and job postings?
If your organization is subject to the requirements of the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), then you must comply with OFCCP’s job posting requirements. The basic posting requirements under VEVRAA state that federal contractors are required to post “all employment openings” with the appropriate Employment Service Delivery Systems (ESDS) where the job opening […]
What outreach resources would you suggest?
The Office of Federal Contract Compliance Programs (OFCCP) has developed an Employment Resource Referral Directory that lists governmental and non-governmental not-for-profit organizations as references to assist hiring of qualified applicants by federal contractors. You may access the site here: https://www.dol.gov/agencies/ofccp/compliance-assistance/outreach/errd The Workforce Recruitment Program is a recruitment and referral program that connects federal and private […]
What are affirmative action good faith efforts?
Good faith efforts can be described as goal-setting efforts to eradicate and prevent discrimination in the hiring process. One way of accomplishing this is through outreach. This entails developing targeted, meaningful relationships with different organizations that can assist in getting job openings in front of a diverse applicant pool. We have provided a couple of tools to […]
How do I document outreach?
If it isn’t documented, it didn’t happen. That is the short answer as to why it is important to document all outreach efforts. Outreach logs will also allow us to perform analytics to more closely understand which of your outreach efforts is providing qualified applicants and which ones are not.
What are best practices in affirmative action recruiting and hiring?
To have a successful recruiting strategy, we must create a clearly defined Recruitment and Hiring Process utilizing a multi-step process. Steps may include: Advertising our open positions to attract a diverse candidate pool, including: The appropriate Employment Service Delivery System (ESDS). Professional Organizations Publications Associations representing diversity groups Job Fairs Utilizing our professional networks Evaluate […]
Can we use a third party for state job postings?
OFCCP’s regulations have been updated to account for the use of private, 3rd party job listing services. Use of such services will be considered satisfactory as long as the 3rd party service is posting in a “manner and format permitted by the ESDS.” When using a 3rd party service, ensure that your agreement contains such […]
How do we handle temporary employees for affirmative action?
If the employee is working less than 3 days, we do not need to follow the same hiring process or add them to an applicant flow log. If more than 3 day position: Applicant must be added to Applicant Flow Log with “Hired” disposition Applicant must complete online application with Race/Gender/Veteran/Disability self-identification forms Submit Race/Gender/Veteran/Disability […]