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OFCCP Compliance Concepts Every Recruiter Should Know


The job of a recruiter is a tough one. Apart from finding the right candidate for the job, they also need to be familiar with the ins and outs of regulations. And, one of the most important compliance regulations that recruiters have to deal with is the OFCCP. When you are sourcing candidates, it is important that you don’t forget a step. Even though there are applicant tracking systems that support OFCCP compliance, it is important that you have knowledge of a few concepts. Read on to learn what they are:

1. Recordkeeping

Recordkeeping is one of the most important concepts of OFCCP compliance. When you are audited, you will need all the records and documentation. If your recordkeeping is not up-to-date, your company might be found non-compliant with OFCCP regulations and you might end up losing your federal contract. Here is what you can do to ensure proper recordkeeping in your company:

  • Allow current and potential employees to self-identify their race, religion, ethnicity, gender, and whether they have a disability or are a protected veteran
  • Document all accommodation requests for disability and religion
  • Track all promotions, demotions, and transfers
  • Keep a record of all applicants, recruits, and terminations

You must have a trail of your employees’ progression through your company. Regulations might change over time, so make sure that you use a centralized system that keeps your records compliant and up-to-date.

2. Job listing

From the moment you post a job listing, compliance begins. You must make sure the following to avoid any violations:

  • Include the Equal Opportunity Employer (EEO) line. This can be automated with a tool.
  • Post the listing with state and local employment agencies. There are certain exceptions to this, including positions that last for fewer than three days, executive positions, or positions that are supposed to be filled internally.
  • Make the process accessible for everyone, including people with disabilities. Add a contact detail in the listing where applicants can reach out, in case they need some accommodations.
  • Provide reasonable accommodations to all the applicants, if they ask for it.

3. Hiring

After you have posted your job listing, you have to make sure that your hiring process is in compliance with the OFCCP as well. In order to avoid any violations, here is what you can do:

  • Inform the hiring panel of the company’s affirmative action placement goals
  • In order to ensure diversity in your hires, you have to diversify your hiring panel. You can even provide diversity training to the members of the hiring committee.
  • Make sure that every member on the hiring panel understands the state-specific legislation
  • Document the entire hiring procedure, including when and how the applicants responded. You should be able to demonstrate exactly when an applicant fell out.
  • Track your applicants and hired candidates’ demographics to make sure that there isn’t any bias in the hiring process.

If you need some help with OFCCP compliance, you can download the 536-page-long Federal Contract Compliance Manual. It can provide you with all the information you need, including conducting on-site evaluations, scheduling letters, conciliation agreements, employment discrimination remedies, and more.

Redwood Technology Solutions specialize in a wide range of recruitment process outsourcing services. These include manual job postingsOFCCP Compliance Job Posting, for Federal ComplianceHigh Volume Craigslist Job PostingRecruitment Media Buying, and general Business Process Outsourcing. Our team has over 16 years of experience in the staffing, talent acquisition, and recruitment industry. Get in touch today – our team is ready to help customize a solution specific to your company’s needs.

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