If your company has federal government contracts, it will be subject to the rules and regulations outlined by the Office of Federal Contract and Compliance Programs (OFCCP). These OFCCP job posting rules and regulations are primarily aimed at regulating organizations’ recruitment processes. Read on to know how they can affect your company’s recruitment process.
Federal laws that the Equal Employment Opportunity Commission (EEOC) enforces
According to EEOC-enforced federal laws, businesses cannot engage in discrimination against employees and candidates on the basis of:
- Sex (inclusive of sexual orientation, gender/gender identity, and pregnancy)
- Age (40 or older)
- National origin
- Genetic disorder
Additionally, businesses that are required to be compliant with the laws enforced by the EEOC cannot engage in discrimination against people who have previously been involved in discrimination cases.
Record keeping via applicant tracking system (ATS)
Both contractors and subcontractors working on federal contracts should keep records of employment and personnel. Companies with 150 employees or more or with contracts worth more than $150,000 have to keep the records on file for a two-year period. The period starts when a personnel record is created. However, if your company’s workforce is less than 150 or your contract is worth less than $150,000, records collected over a one-year period are acceptable.
For storing VETS, Disability, and equal employment opportunity (EEO) data, we recommend companies use applicant tracking systems (ATS). Through the use of an ATS, you would have easy access to applicant flow logs and OFCCP reports.
EEO posters and taglines
Affirmative Action Program development for guiding recruitment
The development and documentation of affirmative action programs (AAP) is something that companies with federal contracts must engage in. Through AAP, more opportunities can be provided to specially-abled people, women, minorities, and military veterans. Here are a few highlights of AAP:
Reach minorities and women through recruitment sources
Perform self-audits prior to or after hiring for a thorough evaluation. Ask questions that involve the diversity of applicants, their qualifications, and how the qualifications compare to the people you recruited.
Keep self-audit records and take corrective actions based on the documented results.
Ask about openings by sending letters to recruitment sources
Provide record access to OFCCP for evaluations and compliance investigations
OFCCP may want to look into complaints reported against your company, and in such a scenario, you will have to grant them access to view and investigate your records. Your hiring practices may also be scrutinized on-site along with all personnel records. To stay prepared for evaluations or potential compliance investigations, you should rely on an ATS.
A federal government contract can open numerous doors of opportunity for your business. However, if you fail to comply with OFCCP rules and regulations, you are likely to find those doors closed. So, now that you are familiar with how OFCCP rules and regulations can affect your recruitment process, we hope you can comply with them.
As far as recruitment process outsourcing services are concerned, there’s no company better than Redwood Technology Solutions.
Dstribute is a specialist on-demand job distribution service. Our team, with a collective experience of 16 years in the recruitment industry, specializes in OFCCP job posting services. Additionally, we also offer services like Craigslist job postings. So, reach out to us today and let us know how we can assist your company to find the talent it needs.