Are you a government contractor? If so, you’ll want to make sure that you’re following OFCCP requirements when it comes to hiring. This article will provide you with some great tips for making sure that you’re doing everything you can to ensure that your company is following OFCCP guidelines.
Ensure OFCCP compliance with these steps
The first step to meeting OFCCP regulations is to ensure all the positions in your company are open to all sexes, ethnicities, and races.
1: Have a written AAP in place
Creating an AAP (Affirmative Action Plan) will not only help outline your company’s non-discriminatory hiring practices but is a legal requirement.
All federal contractors/subcontractors with a $50,000 (or more) contract and 50 employees are required to have a written AAP in place.
Set a hiring goal such as:
- increasing the percentage of women in the workforce by 40 percent by 2025.
- boosting representation of non-white groups by 30 percent by 2030
The policy needs to also include the other steps your company will take to promote diversity and inclusion, such as:
- providing training on fair employment practices to managers, employees, and executives and
- strengthening accountability by assigning responsibilities to specific leaders/managers
2: Ensure that the job advertisement is not discriminatory
When posting a job, it is important to avoid any discrimination. The job posting should not contain any discriminatory content against a person on the basis of their ethnicity, race, gender, nationality, or religion. Nor should they discriminate based on age, disability, or sexual orientation. The company’s job posting should also avoid discriminating based on occupation or trade, level of skill and experience, geographical location, or work hours.
3: Use a recruitment agency that is OFCCP compliant
It is illegal for government contractors to use a recruitment agency that does not comply with OFCCP regulations. These agencies must be compliant with OFCCP’s Executive Order 11246 and Title VII of the Civil Rights Act of 1964.
4: Provide the required forms to applicants
While OFCCP does not mandate a specific method for gathering information on race, gender, or disability, self-identification forms are the preferred methods for doing so.
Government contractors need to ensure that the appropriate forms are provided to candidates, such as the voluntary disability self-disclosure form.
5: Post jobs on different platforms
One of the effective ways to adopt inclusive hiring practices is to post jobs on sites that are specifically designed for veterans, women, and people with disabilities. Here are some of the sites that can help you find the right candidate from a larger talent pool while being OFCCP compliant:
- com
- com
- National Resource Directory
- VetJobs
- Helmets to Hardhats
- Diversity Working
6: Maintain accurate records
One of the most important aspects of OFCCP compliance is to be ready for an audit with all the documents you need to showcase your compliance.
Outsourcing the recruitment to an agency that specializes in OFCCP-compliant hiring will ensure your job postings are free from discrimination while maintaining an updated record of job listing activities.
Redwood’s OFCCP compliance services provide employers a distinct advantage in ensuring OFCCP compliant hiring.
Contact us to learn more about how Redwood’s OFCCP compliance services can help your company and its partners become OFCCP compliant.
Redwood Technology Solutions specialize in a wide range of recruitment process outsourcing services. These include manual job postings, OFCCP Compliance Job Posting, for Federal Compliance, High Volume Craigslist Job Posting, Recruitment 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.
