Every employer contracting with the federal government should make job postings that comply with the stipulations or directives put forward by the OFCCP. Making appropriate job postings can be considered the first step in achieving OFCCP compliance. By following some simple techniques, you can eliminate the risk of OFCCP non-compliance and make your job postings meet the required standards. These include:

Staying compliant on online applications

It is extremely essential to have a uniform hiring procedure in every organization. It is important for all companies to be transparent about every stage of their hiring procedures and make sure that everyone engaged in the process, including recruiters, hiring managers, HR assistants, and interview teams, is aware of what it entails. The Internet Applicant Ruling requires that a person who applied for a job with a company online remain an online jobseeker throughout the recruitment process and be given the option to submit any supporting materials, such as resumes, cover letters, licenses, and transcripts, online.

Providing applicants with the appropriate forms

Employers who work for the government are also obligated to provide candidates with the correct paperwork. This decision aims to safeguard the rights of veterans and people with disabilities. All applicants should be able to easily access the required forms without asking for them.

Keeping track of all hiring procedures

Keeping track of all hiring processes is undoubtedly one of the most important aspects of the entire process. It is often particularly difficult for human resources managers and recruiters to ensure that everyone associated with the recruitment process understands why this task is crucial. This goes beyond merely maintaining a log of incoming resumes and applications. It also includes keeping track of hiring aspects like the date and time of each interview, questions asked during the interview, and the detailed notes the recruiters took. Companies should follow uniform protocols when dealing with each candidate, like doing the same standard interviews and saving notes taken during these interviews.

Keeping track of hiring methods will help your company explain why a certain candidate was not selected for a position. It will also prevent any suspicion of discrimination during the interview process. It will also serve as proof of your unbiased recruitment procedures. If you suspect any accidental non-compliance in the interview processes, give your HR managers and recruiters training sessions.

Use EEOC taglines

These laws protect people from being discriminated against based on their age, religion, gender, gender identity, race, color, sexual orientation, disability status, veteran status, or national origin. Try to incorporate EEOC taglines into your job postings and ensure they are the same on all job postings across the whole organization.

Ensure AAP compliance

Having a written AAP is the best way to show that you are an inclusive and equal-opportunity company. You can also declare in detail the measures you are taking to ensure that your company hires individuals from diverse groups. You can also target a specific group of people, like minorities, veterans, or disabled people, on job sites.


Making your job postings compliant with the OFCCP regulations is important. It ensures the applicants that your workplace is free from all prejudices and makes your hiring process smooth.