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 […]

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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.

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What forms do I need for applicants to self-id?

Affirmative action employers are required to give all applicants who meet the OFCCP’s definition of applicant the opportunity to self identify race, gender, veteran, and disability status.  If an applicant chooses not to self identify any or all of these categories the employer has still met their tracking obligations and needs to do nothing further. […]

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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 […]

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What is the OFCCP definition of an internet applicant?

Office of Federal Contract Compliance Programs (OFCCP) regulations require covered federal contractors and subcontractors to collect information about the gender, race, and ethnicity of each “applicant” for employment. The final rule modifies OFCCP applicant recordkeeping requirements to address challenges presented by the use of the Internet and electronic data technologies in contractors’ recruiting and hiring […]

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How should a federal contractor post jobs?

As a federal contractor there are some guidelines for posting open positions. Let’s start by reviewing the basic posting requirement.  Under VEVRAA, Federal contractors are required to post “all employment openings” with the appropriate Employment Service Delivery System(s) (ESDS) where the job opening occurs.  In this context, “all employment openings” means all job openings with […]

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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 […]

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What does “basic qualifications” mean?

All basic qualifications must be defined prior to the selection process. These include: Non-comparative features of a job seeker (i.e. three years’ experience in a particular position, rather than a comparative requirement such as being one of the top five among candidates in years of experience.); Objective (i.e. a Bachelor’s degree in accounting, but not […]

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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 […]

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What are the steps for getting into Affirmative Action compliance?

Ensure compliant HR processes: Federal contractors should provide thorough training and conduct internal audits to ensure their HR processes are compliant, discourage discrimination, properly documented, and applied consistently. HR processes to monitor include: Applicant tracking and recordkeeping Hiring, promotions, and terminations and recordkeeping Compensation Use employee and applicant data for required reports and complete affirmative […]

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