It's 4:45 PM on a Friday. You've just posted an open position with the hopes of receiving a few applications over the weekend. Fast forward to Monday morning and you discover over 100 resumes await your review, along with all of your other work. You're overwhelmed.
As a federal contractor, you don't have time to review each resume, let alone create a report indicating why you did or did not select them for an interview. But, under the Internet Applicant Rule regulated by the Office of Federal Contractor Compliance Programs (OFCCP), if you so much glance at a resume, you must report on that candidate.
How to Build a Resume Screening Process
It can be overwhelming, but luckily BirdDogHR has your back. With BirdDogHR's Applicant Tracking System batch candidates into groups of any size for easier review and reporting. Most users opt to see ten candidates at a time. The system screens and ranks candidates based on your pre-selected questions and qualifications so you'll review the most qualified candidates in priority order. If you've found your match within those first ten candidate profiles, there's no need to check the other 90 resumes, therefore, no need to follow up with extensive reporting. This feature can be turned on and off within the ATS.
The candidates you don't hire shouldn't take valuable time from your day. To find out more about compliance, candidate screening and easy reporting, schedule a demo to see BirdDogHR's Applicant Tracking Software in action.
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