The Applicant Manager Blog

Subscribe to Email Updates

Search

Recent Posts

Is it better to hire contract or full-time?

Is it better to hire contract or full-time?

In today's world, there are many different hiring practices. There are full-time workers, part-time workers, contract workers who freelance, contract-to-hire and so on. With contract hiring websites such as Jobble and Upwork, some positions can easily be filled...

Does Your ATS Support OFCCP/Affirmative Action Compliance?

by | Jan 20, 2016 | Applicant Management, applicant management software, applicant tracking software, OFCCP, recruiting software, Retaining Talent

Jan 20 2016

Without an applicant tracking system (ATS) to handle your OFCCP/Affirmative Action reporting, you could find yourself swimming in a sea of spreadsheets. Not only that, but you may unknowingly be inviting unwanted trouble.

There are many benefits to producing OFCCP reports through the right ATS, not the least of which is mitigating risk by making sure that recruiters are being compliant. Companies are able to monitor recruiting operations and identify any issues or problems before they become an issue, allowing themselves time to take corrective action prior to any potential OFCCP reviews or audits.  Additionally, with the right applicant management system, OFCCP/Affirmative Action reports can be produced easily and quickly. Having those reports available on-demand ensures timeliness, accuracy, and consistency.

What You Should Expect Your ATS to Provide

If you find yourself in the position of having to collect data for Affirmative Action reporting, doing it manually won’t get you the results that you need.  In addition, if you are faced with an OFCCP review or OFCCP audit, it’s best to prepare in advance.   There is functionality within competitive applicant tracking systems which allows you to collect data effortlessly so that your reporting is easy and your audit can run smoothly. When considering this feature of your ATS, these are some elements you should expect:

  • The capability of producing well-written job postings, including clear, specific qualifications. Rewriting a job posting or description from scratch each time you post that same role, opens up too much margin for error, and potential inconsistencies. Having standardized templates for each position enables you to prove your selections are based only on qualifications, without the opportunity to be discriminatory or non-compliant.
  • The ability to electronically accept all information. This includes cover letters, resumes, certifications, licensing, etc., making sure that you are in adherence with the Internet Applicant Ruling.
  • The provision of