Stay Compliant

EEO & OFCCP

are the law

  • 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 significant fines. This stuff matters.
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Collect voluntary

applicant data in job applications

  • By default JobScore shows every applicant for jobs in the United States 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.
  • PRO & ENTERPRISE PLANS

Voluntary responses are hidden

so they won’t influence hiring decisions

Track

Disqualification Reasons

  • A critical aspect of OFCCP is to record the reason that you don’t hire each candidate.
  • JobScore includes configurable “disposition codes” to capture why you decline each candidate or why candidates withdraw from the process.
  • Reduce risk by requiring a disposition code whenever you mark a candidates as declined or withdrawn.

  • PRO & ENTERPRISE PLANS

Click-through

agreements

  • 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 click through it to complete a job application.

  • PRO & ENTERPRISE PLANS

One-click

reporting

  • Compliance reports are easy 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.

  • PRO & ENTERPRISE PLANS

Compliance data

can help improve your recruiting

  • The disposition codes report shows why candidates are being disqualified. This data can be extremely useful when reviewing and adjusting your sourcing and assessment strategies.
  • Compliance data can also be used to understand if you are generating enough candidate pipeline to meet diversity hiring initiatives.

  • PRO & ENTERPRISE PLANS