Equal Employment Opportunity reporting is required of every business with 15+ employees in the USA.
US federal government contractors and subcontractors need to comply with the OFCCP (Office of Federal Contract Compliance Programs).
Failure to comply can result in millions of dollars in fines. This stuff matters.
Collect voluntary applicant data in job applications
By default JobScore shows applicants a disclaimer and gives them the option to volunteer their gender, ethnicity, disabled & veteran status.
Federal contractors can flip a switch and make the self-identification form match the precise font and layout mandated by the OFCCP.
Candidate responses are hidden from the hiring team so they won’t influence hiring decisions.
Track Disqualification Reasons
A critical aspect of OFCCP is to track of the reason that you don’t hire each candidate.
JobScore includes configurable “disposition codes” that track why you decline each candidate or why a candidate withdraws from the process.
Reduce risk by requiring a disposition code whenever you mark a candidates as declined or withdrawn.
Sometimes your legal team needs every candidate to click through an agreement when they apply for a job.
JobScore makes it easy to create your own agreement and make applicants to click through it to complete a job application.
Compliance reports are easily to export to a .csv (excel) file and include the information you need for annual EEO-1 reporting.
The applicant log detail includes the information compliance consultants need in the event you are audited. This includes the candidate’s voluntary self-identification data, disqualification reason and disqualification stage.
Compliance data can help improve your recruiting
The Disposition Codes Report shows why candidates are being disqualified. This data can be extremely useful when you review your sourcing and assessment strategies.
Compliance data can be used to understand if you are generating enough candidate pipeline to meet diversity hiring initiatives.