Diversity in the workforce is a good thing. In addition to the obvious benefits of aligning employees with multiple cultural and social experiences around your organizational mission, attracting and hiring a diverse workforce is a legal requirement for most organizations.
Federal contractors and subcontractors must be able to demonstrate that they are creating inclusive job descriptions/ads and advertising their positions through a diverse set of channels to comply with Office of Federal Contract Compliance Programs (OFCCP) requirements.
Of course, OFCCP requirements cover all aspect of the candidate journey, including documenting how to source passive candidates through third party databases, talent networks and the like. We’ve covered that topic in detail here.
But when it comes to advertising there are some important factors to keep in mind making sure you are in compliance:
- Create inclusive ads. Your job ads should detail the qualifications, skills, and experience the job requires. We always recommend that you make your job ads exciting and compelling, but make sure you review each of your creative masterpiece” for any implied exclusionary language so you don’t inadvertently use phrasing that could dissuade a member of a protected class from applying. Be mindful of implicit or explicit age references and be sure to be clear that reasonable accommodations will be made for any candidates with disabilities otherwise qualified for the job. Also be sure to include the EEO tag in all job postings and announcements for employment. Federal contractors are also required to state that all qualified applicants will receive consideration for employment.
- Distribute jobs to diversity-focused job boards. OFCCP guidelines require that all jobs below executive level be distributed to all qualified individuals. This can be accomplished by looking beyond the most popular boards and distributing to a broad range of state and career agencies, including OneStopcenters, educational institutions, veteran’s organizations, vocational rehabilitation centers and the like. It is also very important to distribute your job ads to your corporate career site and social networks to make them available to populations that don’t typically frequent job boards.
- Document everything. Federal contractors are required to keep records of all job ads and where they were distributed, as well as the resumes that resulted from the ad.
- Centralize distribution. One way to help ensure that OFFCP requirements are being met -- and avoiding penalties -- is to centralize distribution of your job ads and make sure all job ads get automatically distributed to the appropriate diversity job boards and social networks. Many automated job distribution systems require recruiters to select which job boards on which to post. This kind of decentralized distribution can leave organizations potentially exposed in the event of an OFCCP audit if busy recruiters are not always mindful of your legal requirement to distribute broadly and include diversity sites.
The best solution is to centralize your job distribution with a truly automated solution that immediately and automatically posts jobs to diversity job sites, social networks, and your career site without recruiter intervention or direction. This vastly reduces legal exposure and frees up recruiters for more important tasks and it provides the added benefit of enabling centralized reporting on job postings across all your distribution channels.
In addition, this centralization strategy also allows you to centrally analyze your distribution channels and optimize your distribution channels as a whole and optimize your advertising budgets across your entire recruiting organization. Talemetry clients have achieved stunning results in terms of job ad budget optimization through this kind of centralization strategy and enjoyed the benefit of added security when it comes to legal compliance.
Of course, it’s very important to understand that this article is not legal advice. The OFCCP requirements can be complex and we encourage you to educate yourself and talk to your legal counsel to fully understand your requirements and liability under the OFCCP guidelines. This will also help you understand how Talemetry recruiting solutions can help minimize the burden of OFCCP compliance on your business.