Objectives of the Presentation
Why Should you Attend
- Why do you need an ATS?
- What is an Internet Applicant?
- Defining the Position, Defining the Recruiting Process
- Applicant Data Tracking and Data Management:
- Referral tracking
- Job listings, ads, postings
- Applicant Logs
- Sample Accommodation Language
- Website Accessibility
- Disposition Codes
- And more!
A modern recruiting strategy must be powered by a systematic process that is easy to navigate for the applicant, straightforward for the recruiter to manage, and ensures the company maintains compliance, especially if it is a federal contractor. The Affirmative Action regulations' and OFCCP define an "applicant", or more specifically, an Internet Applicant, under the Internet Applicant Rule which comes with significant recordkeeping requirements. If you are a federal (sub-) contractor, it therefore warrants your full attention.
Suppose you, choose to use software to track individual applicants, resumes and other phases of pre-employment screening, aka an Applicant Tracking System (ATS). You could still encounter problems during OFCCP audits, though. Fines and penalties can be in the tens of thousands of dollars. You could even be debarred from working with the federal government. Join the EmpLAWyerologist firm founder Janette Levey Frisch, Esq for this informative webinar on what's causing these problems, and what can you do to ensure your practices and your ATS withstand OFCCP scrutiny?
Who will Benefit
- All federal contractors and subcontractors
- Affirmative Action Compliance Officers
- Diversity Officers
- Human Resources Practitioners
- EEO Officers
- Senior Managers
- Talent Acquisition
Effective recruiting is important for any business. But recruiting is even more essential for federal contractors, whose ability to find and hire the right candidate directly affects the company's ability to win contracts and earn revenue. If that weren't enough pressure, the U.S. Department of Labor's (DOL) Office of Federal Contract Compliance Programs (OFCCP) imposes significant parameters on recruiting to help ensure that contractor hiring practices are fair and non-discriminatory. Yet those recruiting requirements can be confusing and difficult to apply in practice.