Recruiters have enough on their plates without having to learn the ins and outs of complex OFCCP compliance laws. With Lever’s OFCCP compliance support, they don’t have to worry about forgetting a step or making a mistake in their candidate sourcing efforts.
While most applicant tracking systems support OFCCP compliance only for applicants, Lever supports compliance for other types of candidates – including those who are sourced and referred – so our customers can focus on what they do best: growing world-class teams.
OFCCP Guidelines for Recruiting
Why should I care about OFCCP compliance?
It’s the law for U.S. federal contractors. Contractors who are not compliant can be sued, audited, and face serious consequences.
Traditional applicant tracking systems automatically survey applicants who arrive via a careers page or job board, but leave a dangerous gap in accounting for candidates who never submit applications. According to our recruiting benchmarks based on data from 1,000 companies, such candidates are more than common; sourced, referred, and agency candidates represent half of all hires.
Back up – What is OFCCP compliance?
The OFCCP (Office of Federal Contract Compliance Programs) holds federal contractors and subcontractors responsible for complying with the legal requirement to not discriminate on the basis of race, color, sex, sexual orientation, gender identity, religion, national origin, disability, or status as a protected veteran. As part of their compliance, contractors must meet certain EEO (Equal Employment Opportunity) requirements, including keeping records on their candidates.
How does Lever help with OFCCP requirements?
Lever automates the solicitation of self-identification for OFCCP compliance purposes. We have capabilities to solicit race, gender, disability, and veteran status, depending on the needs and obligations of your organization. This flexibility allows for compliance with OFCCP regulations, and can even support a diversity and inclusion program.
“With our prior ATS, the capabilities to automatically collect EEO information for OFCCP compliance on certain candidates was limited and posed administrative challenges,” says Lauren Prince, Senior Talent Specialist at the customer feedback management software company and federal contractor, Medallia. “In contrast, Lever’s ability to automatically trigger a survey for all candidates – sourced, referrals, agencies, inbound, and other non-traditional candidate origins – at a specific stage in the interview process was a significant differentiator and has enhanced the quality of our people data.”
With Lever, federal contractors don’t have to worry about manually surveying – and potentially missing – vast swaths of their candidate pool. Every applicant has the option to answer EEO questions when they apply, and companies can automatically send an EEO survey to non-applicants – like sourced and referred candidates – when they enter the interview pipeline. This saves recruiting teams valuable time, and ensures that when federal contractors are called upon for their hiring records, they can rest easy knowing they have the information they need.
Conclusion: OFCCP guidelines for recruiting and hiring
Lever’s EEO and OFCCP features support compliance for the way companies recruit today, not decades ago. Organizations are increasingly looking beyond applicants to find their next hires. If winning passive talent and generating quality referrals are key parts of your recruiting strategy, it’s important to have an applicant tracking system that has you covered.
Request a demo to learn more about how Lever equips federal contractors to meet its obligations for OFCCP compliance, and helps non-contractors support their diversity and inclusion initiatives.