5 Tips for Recruitment and OFCCP new ruling

Everyone is concerned about the recordkeeping and compliance of OFCCP for the new internet ruling. The new OFCCP ruling is timely with the development and advances in technology. The new ruling and guidelines actually helps companies organize your staffing practices more efficiently and produce more effective results. Great recruiters are creative, and they still can be, as long as they are compliant.

1) Decide, Inform, Implement.
Decide to be informed and to inform. Decide if you should centralize recruitment, sourcing, and outsourcing? Decide to be effective, and to be part of the decisions upfront. Decide to make an effort, and to do the best you can before a chance of audit. Read the guidelines, ask the pros. Provide training to everyone from the hiring manager to the front line recruiters. Stakeholders are critical. Work with your technology team, vendors and system talent to develop clear process. Implement process and guidelines.

2) Establish and Clarify. Establish a Clear REQ review of each job, job search and job description. If you think about the qualifications guidelines alone, the new guidelines forces your recruitment and hiring team to establish clear, quantifiable qualifications upfront. The qualifications should be established and all process, searches, and recordkeeping clarified. These are questions that can be clarified if you start with a req review. Although the new ruling doesn't say that you have to write the qualifications in a job post it is important to pre-establish them. Have the process and qualifications established in advance by making and maintaining a record.

3) Qualify
List the absolute Qualifications, these should be clear. The guidelines do what many recruiters ached to have their hiring teams do for years. Know exactly what the qualifications of a role are and stick to them! Define qualifications that are readable, understandable, and limited to the role. Quantify if you can quantify. Do not be comparable. e.g. 5 years of experience as a software engineer coding C#. Be specific in the Basic Qualifications here is the link to the OFCCP basic qualifications site faqs http://www.dol.gov/esa/ofccp/regs/compliance/faqs/iappfaqs.htm#Q1BQa
.

4) Simplify
Have a simple, sustainable and dynamic process. Keep it simple. Who will do the first screen of resume against the qualifications? Can you automate it? Can everyone sustain this and keep compliant?

5) Be Consistent
This is easy--after you have done 1-4, you have an established process. Now stick to that process and stay compliant. If the recruiter is doing the initial internet search, make sure the search string is based on the qualifications and be consist with those search strings. If you have pre-established search strings based on the qualifications and have noted your defined search strings be consistent. Keep consistency with all searches, reviews, and criteria, have the established process and keep consistency throughout. Remember if a recruiter is sourcing via the internet make sure it is compliant and you are consistent with all resumes, applicants, and candidates.


Good Luck, and remember there are always resources for you to get informed. Check out the DOL or Your industry experts. Here is the link most helpful.

http://www.dol.gov/esa/ofccp/regs/compliance/faqs/iappfaqs.htm

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