In theory, Artificial Intelligence (A.I.) gives companies the ability to pass human recruiting tasks on to automated tools. Not only does this delegate the prescreening process to a robot, it can also prevent would-be candidates from even becoming applicants. This...
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New to Working for Uncle Sam? Don’t Neglect Federal Contractor Requirements in Recruiting
If you’ve newly entered the world of being a federal contractor, you may be less familiar with some of the requirements related to recruiting. No doubt you’ve already had a handle on the rules of the Equal Employment Opportunity Commission (EEOC) for a while, but now it’s important to clearly understand the rulings of the Office of Federal Contract and Compliance Programs (OFCCP) as well.
The OFCCP ensures that federal government contractors and subcontractors comply with legal obligations to take affirmative action and prevent discrimination. If you’re a small-to-medium sized business (SMB) that hasn’t had the opportunity to develop a formal plan until now, there are several things you can do to set yourself up for success.
Develop an Affirmative Action Plan – Before you do anything, you need a plan. It’s essential for employers to have a written Affirmative Action Plan (AAP). This will help guide your recruiting team on every hiring decision your company makes. It is a clear statement of what you plan to do as an organization to ensure that you’re helping to advance opportunity for minorities, women, people with disabilities, and covered veterans.
Have a Standard Recruitment Process – You always want to be in the position of proving that recruiting processes are fair and equitable. It is critical that every candidate who moves through your hiring process is handled in the same way. This means that the way you ask applicants and candidates to apply and interview should be identical for the same job. The challenge here is getting leaders and hiring managers on board with these practices. Consider developing and providing standard interview questions, and even conducting training on the rules of the EEOC and the OFCCP, so that everyone understands the risks of non-compliance.
Be Mindful of Job Postings and Descriptions – When posting your jobs on your own website or job boards, be mindful of a few things. First, be sure that your job descriptions are clear, well-written, and standardized. You take too much risk by re-writing them each time you need to post that same position. Have a standardized, measurable job description for each position in your organization that you base your hiring and performance metrics off, which eliminates any opportunity to be discriminatory or non-compliant. Additionally, make it standard practice to include an EEOC tagline on each job posting that states something such as “we are an equal opportunity employer.” Having an applicant tracking system (ATS) that assists with job posting templates can be invaluable when it comes to remaining consistent.
Keep Hiring Practice Records – Even in SMBs, there are likely going to be several people involved in the interviewing and hiring processes. Documenting and keeping records on all hiring practices is essential. While it may be challenging to get those outside of Human Resources on board with record keeping, it’s important to educate them on why. Having records of all interviews that took place, who was present, the notes that were taken, and proof that the process was the same for each candidate is how you prove that your organization is not engaging in any discriminatory practices. Additionally, be sure that you have clear and consistent disposition codes within your ATS when eliminating candidates from the running.
Beyond the Essentials
Dipping in just a little further, there are a few more details you’ll want to familiarize yourself with as it relates to OFCCP compliance. Let’s take a look at them.
Inclusive Job Postings – We’ve already covered standard job postings, but as pa