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Executive Summary:
We can upgrade your career website to provide an electronic process for
applicant record taking and record keeping that eliminates paper and saves
managements time (we call this the Applicant Management System). Our database
driven career websites can screen and test an applicant against your best
people, is a non-discriminatory process for hiring and candidate selection,
defines legally who an applicant is for reporting processes, and maintains
legal recordkeeping for state and federal laws. This gives your organization
the ability to archive applicant information in various folders electronically,
retrieve Affirmative Action data and compile reports from the data, etc.
There will no longer be a need for paper files, since this data can be printed
out at anytime or exported into other computer software.
What About EEOC and OFCCP compliance requirements?
Our web-based career sites are designed to assist employers with EEOC and
OFCCP compliance requirements relative to the collection, storage and analysis
of data from the employment selection process. We offer a unique portal
that automatically differentiates a qualified applicant from a jobseeker
as required by the OFCCP’s definition of an internet applicant. Further,
it allows analysis of applicant data in each step of the selection process.
This data analysis is crucial for employers subject to OFCCP compliance
since it allows proactive monitoring of the selection process to identify
potential adverse impact. And, our Online Applicant Management System stores
all data on applicants to be readily retrieved for EEOC reporting or OFCCP
compliance audits.
It encompasses the EEOC and OFCCP’s definition of a job applicant vs. a job seeker. It uses a clear-cut method of screening which is not left up to interpretation by a manager or HR personnel. Is standardized according to the Federal Uniform Employment Guidelines that separate an applicant from a job seeker. The E.C. follows procedures as published in the Federal Register on October 7, 2005 in vol 70, no.194 @ page 58946. Employers who must comply with OFCCP guidelines must have a nondiscriminatory system in place to differentiate an applicant from a job seeker and to keep that information for reporting, desk, company, or compliance audit.
Can this help me avoid legal trouble?
Yes. An Applicant Management System stores and categorizes all job seeker data in
electronic files, whether qualified or not. Consequently, if the employer
is filed against for discrimination in the hiring process in a few months
or a few years, that data can be accessed by job seeker name, social security
number, job category applied for or date of application, and the entire
complaint data file is then quickly, easily and readily constructed and
can be printed to prove the job seeker did not meet the job pre-screening
requirements. The electronically maintained data file will contain all the
data on both the job seeker who did not meet the job requirements and the
applicant who did meet the requirements, and will reflect the employer’s
action regarding which applicants’ data was viewed. Thus, the employer has
an “audit trail” of the actions taken with the most qualified applicants
from which a hiring decision was made. This data is also readily available
for compiling EEO-1, OFCCP and VETS-100 reports.
Candidate Application Process:
- An approved webpage displaying your logo/brand and corporate information
about your organization is posted and linked from your existing website.
- When applicants go to the webpage they would choose a broad job category
in which to apply.
- Candidates then have the ability to see the open job titles.
- Candidates would be able to view particular job descriptions, choose
to apply, pick a location and then:
- Complete 10+ prescreening questions (customized for each job) related
to the respective job to determine if they are a qualified applicant.
- Complete your full application online (the same as your paper application
now) for the respective location.
- Have the option to attach their résumé.
- Agree to terms, sign off for background checks or any other application
step necessary.
- Voluntarily complete an affirmative action form.
- Complete a short personality test that gives them an "A",
"B" or "C" rating for job fit and dependability.
- Complete a short "admissions survey" about theft from
a previous employer, drug and alcohol abuse.
- Candidates will then be thanked for applying, log off and are sent
a confirmation e-mail.
The Hiring Authority can then log-in and sort applicants by raw prescreen
score, read the applications and résumés, view test results
and order an automatic background check. Real-time EEOC and applicant survey
data is available 24/7. View survey results for where the applicant heard
about the job and where they applied from.
Other benefits:
- Brings consistency to you recruiting process. Only the applicants
that meet your standards are interviewed.
- The ability to have a “One Stop” 24/7 career website to direct candidates
to apply for all locations. Each item normally handled on paper is completed
on the web.
- Reduce the risk of theft by not hiring or re-hiring high-risk employees.
- Considerable efficiencies and cost savings are brought to the hiring
process; most notably, the saving of time interviewing unqualified applicants
and the improved productivity and retention from hiring the best qualified
applicants. This will help reduce costly turnover.
- Additional features available include: Forms for consent /release
of pertinent data for background checks. Forms for State and Federal
Tax Credit processing (from $1,500 to $7,500 per employee).
- Improves your ability to compete with other employers for quality
employees.
- The ability to run reports by location (such as Affirmative Action
data).
- Links from 61,000 colleges, universities, schools, etc., to increase
the flow of candidates into your site.
An Applicant Management System ultimately brings efficiencies to the application
process, saves time, and takes costs out of the hiring process. To see a
demonstration, contact us.
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"The price of admission being in the retail business today, at a big scale, has gone up quite a bit. If you aren’t able to use technology to be more efficient you will not survive. The old ways of doing business are leaving us quickly. The largest retailer in the world is expanding in the Midwest and they happen to have great advancements in technology. You’d better be pretty strong technologically or you’re not going to be around."
Ric Jurgens
CEO - Hy-Vee Inc.
Privately Held Grocery Chain with 50,000+ employees
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