Eight OFCCP Compliance Concepts Every Recruiter Needs to Know

As any company knows, recruiters are a vital part of the business. Often, they are the first impression a job seeker or candidate has of your company when inquiring about employment, or beginning the application process. But, first impressions aren’t the only big gig on their plate…they also play an integral role in OFCCP compliance if their company is a federal contractor.

The world of OFCCP and being a federal contractor can be complicated. Sifting through all the regulations and requirements, prioritizing them and then developing action plans can seem like an insurmountable task. For recruiters, it can seem even more daunting in conjunction with their day-to-day duties.

Through our partnership with SocialTalent, we launched a succinct course that features the following eight concepts and requirements every recruiter needs to know regarding the OFCCP regulations and their responsibilities.

1. Know the VEVRAA Mandatory Listing requirements and ensure that your company jobs are listed appropriately
2. Understand the requirements to document reasons why a person, who is expressing interest in a job, is not an applicant as the law defines it
3. Document the legitimate non-discriminatory reason or reasons why you did not make an offer to an applicant
4. Uniformly create and apply disposition codes to document why a person was not offered a job and the cases in which to do so
5. Assess outreach strategies and actions as they relate to the utilization goals for individuals with disabilities and hiring benchmark for protected veterans
6. How to best answer questions in OFCCP evaluation situations regarding who is an applicant and why any applicants were rejected
7. How to best recruit and hire individuals with disabilities and protected veterans according to OFCCP expectations
8. Apply the different parts of an Affirmative Action Plan (AAP) to your recruitment strategy