If you're a federal contractor, you're probably familiar with the Office of Federal Contract Compliance Programs (OFCCP). This federal department's mission is to "protect workers, promote diversity and enforce the law," and it holds "those who do business with the federal government (contractor and subcontractors) responsible for complying with the legal requirement to take affirmative action and not discriminate" on the basis of race, color, sex, sexual orientation, gender identity, religion, national origin, disability and status as a protected veteran.
But staying compliant and proving compliance can often be two different things. If an OFCCP auditor comes knocking, will you be wondering how much damage noncompliance could inflict on your business, in money, time, productivity and reputation? Or will your company be able to quickly provide proof you're on the up and up with the most up-to-date requirements?
With a smart, compliant-focused Applicant Tracking System (ATS), you will. The BirdDogHR ATS is specifically designed to answer the stringent requirements of federal contractors, so when the auditor inevitably does knock, you can make a few clicks and send them on their way. Here's how a smart applicant tracking system will change the way you stay compliant.
5 Ways the BirdDogHR ATS Exceeds Compliance Requirements
Report on All Applicants Considered
When lots of applications come in, you can batch candidates by filtering them into groups for easy-to-see review. If you have a perfect candidate in the first 10 applications, you don't need to view the next 90 applicants, and therefore, you don't need to follow-up with time-consuming reporting.
Keep Records of All Employee-Related Decisions
A centralized record-keeping system makes it easy to keep employee-related decisions for the recommended two years and longer. This is critical, because the OFCCP's main source of failed audits comes from defending hiring decisions. Our easy-to-use disposition codes make organizing hiring decisions quick, easy and accessible anytime, from any type of device.
Affirmative Action Programs for Some Contractors
Voluntary self-identification questionnaires are built in and ready to deploy in our ATS software. Whether you're mandated to have an AAP or not, it's smart to have a program ready to launch in case a good-looking federal contract comes your way. Our software, though customizable, includes appropriate "Equal Employment Opportunity" taglines in all job ads.
Our software designers and HR compliance specialists work side-by-side to keep our systems 100 percent up-to-date, 100 percent of the time. Here are a few ways we eliminate the worry about potential updates required every time you need to post a job, by automatically pushing behind-the-scenes updates:
- Including voluntary self-identification forms
- Keeping a pulse of the job posting market (ahem, it is where we started, after all), so requirements to post on diverse job boards is easily met through our hundreds of job boards and social media distribution channels.
- Tracking search terms on third-party job boards, which recruiters are required to do when searching for candidates.
Compliance Mandates Are Constantly Changing
Several programs are managed through the OFCCP, so staying compliant with each and every regulation is a real headache - if it's not automated. The BirdDogHR ATS software accounts for:
- Vietnam Era Veterans Readjustment Assistance Act (VEVRAA)
- Affirmative Action Programs
- Indian and Native American Rights Program
- American with Disabilities Act
- Equal Employment Opportunity
As a federal contractor, your organization needs an ATS that was designed with the strictest compliance reporting in mind and one that is constantly updated with changing OFCCP regulations. Is it time for a free assessment of your current process?
The BirdDogHR ATS for can make life easier for all recruiters, but our foundation in responding to federal guidelines makes us an easy go-to for smart ATS for contractors.
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