Record Keeping for the Hiring Process and How it Affects Affirmative Action Compliance

 

Each year the federal government awards trillions of dollars to the private sector via federal contracts. While doing business with the federal government either as a direct contractor or a subcontractor can be hugely profitable, the business must be prepared to follow obligations set in place related to equal employment opportunity (EEO) recruiting and hiring practices.

However one of the most challenging aspects of affirmative action compliance, the collection of data during the hiring process and accurate analysis of the results, continues to be a major dilemma for federal contractors. If the AAP and the recruiting and hiring reporting becomes disjointed, there could be documentation problems.

BirdDogHR and OutSolve recently discussed this topic in a webinar and as a result created this FAQ to build a bridge between proper applicant tracking and affirmative action compliance.

View the full webinar online.