Peopleclick, Inc. announced its Internet Applicant Compliance Program. This offering from Peopleclick, the leading total workforce acquisition (TWA) provider for global companies, is designed to help federal contractors ensure their hiring processes meet The Office of Federal Contract Compliance Programs' (OFCCP) Feb. 6, 2006, deadline for the revised definition of an Internet applicant.
Leveraging Peopleclick's government compliance expertise, the Internet Applicant Compliance Program includes Peopleclick Research Institute (PRI) consulting services around recruitment policy and procedures, as well as recruiter training and best practices. Peopleclick is also adding enhanced record keeping features to its Recruitment Management System (RMS). These services will assist federal contractors in achieving compliance by the OFCCP's Feb. 6, 2006, deadline.
The new OFCCP regulations are a federal government response to the exponential use of the Internet for recruiting. The definition of an applicant is important because government regulations require employers to collect race and gender information on all applicants to help recognize discrimination. Additionally, only an applicant may establish a case of discrimination in hiring and an employer must be able to identify all applicants in order to recognize discrimination.
"The OFCCP's final regulations for the new definition of an Internet applicant signify much more than record keeping compliance. It also demands new and consistently applied sourcing protocols from recruiters searching for quality hires," said Gerry Crispin, SPHR, chief navigator, CareerXroads. "Peopleclick's long-term investment in compliance services and expertise to support the federal contractor marketplace should pay extra dividends for its clients," added Crispin.
New regulations now require federal contractors to record the details of the searches used to source candidates to ensure that search methods do not discriminate against a protected class. While many systems may be able to manage the capture of applicant EEO data, few will be able to allow recruiters to search their talent database in a compliant manner. Failure to comply with the new regulations by Feb. 6, 2006, could result in: a mandated change to internal processes and procedures; inability to defend hiring processes if sued; government fines; and/or loss of federal contractor status.
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