While your company might have unique goals, a goal that all companies and businesses should have is compliance. Compliance is a requirement of any business to ensure that the executives, employees, and any other stakeholders are following rules and regulations. Thankfully, your ATS can help ensure that all employees throughout your company are up-to-date on their compliance requirements.
What Is EEO Compliance?
Equal employment opportunity (EEO) requires a business to not discriminate when it comes to employment. There are certain protected characteristics that fall under this compliance such as race, religion, sex, origin, age, and disabilities.
HRIS and EEO Compliance
While EEO compliance is at a federal level, state and local governments may have their own regulations and laws. This makes compliance more difficult, but a good HRIS should be able to help you maintain compliance across the board no matter where your organization is located.
Equal Treatment for All Employees
EEO requires that all employees be treated equally when it comes to pay, promotions, hiring, benefits, disciplinary actions, and other aspects of employment. This compliance extends to the employee’s family as well, so there should be no discrimination because of their partner’s or children’s characteristics.
EEO and Title VII
Additionally, sexual assault is included under the EEO compliance because of Title VII which classifies sexual assault as sexual discrimination. This also includes discrimination against those who are victims of sexual assault, domestic violence, or stalking.
What Is the EEOC?
The EEOC is the Equal Employment Opportunity Commission. It’s an independent federal agency whose purview includes ensuring that employees are not discriminated against. They do this by enforcing federal laws requiring equal treatment and protecting certain classes of individuals from discrimination as well as education and technical assistance.
What Is OFCCP Compliance?
The Office of Federal Contract Compliance (OFCCP) is a federal agency that’s in charge of ensuring that companies are not discriminating against any individuals. They go a step further than EEOC by requiring additional programs and having requirements for job postings, advertising, and other marketing efforts.
What Are OFCCP Requirements?
Several requirements fall under the OFCCP’s jurisdiction. Some of the requirements you’ll find include reasonable accommodations for those with disabilities and affirmative action programs. HR software often includes features that will help you to stay compliant with requirements for your location from local and state regulations all the way up to federal ones.
How Can Your ATS Help With Compliance?
It can be challenging to keep track of all the compliance requirements, which is when your ATS comes in handy. There are functions within your ATS that can help you manage your compliance and ensure that you don’t receive unnecessary penalty fees.
Job Board Postings
The best way to reach a broad base of diverse candidates is through the use of a job board. In today’s technologically advanced world, fresh candidates are no longer applying on paper and in person. Instead, applicants are browsing the job boards to find their next gig.
Attract Top Talent
Utilizing the job boards invites more qualified candidates of all backgrounds. Your ATS can not only help you create the perfect job posting but can also be automated to post it on multiple job boards. In your posting, you can go ahead and take a step towards compliance by including EEO self-identification and disclaimers within the application.
Resume Parsing
In addition to the self-identification and the time you’ll save from creating individual posts, you’ll also receive the most qualified candidates. This is because your job posting will be shown to those who search for specific keywords within your posting. This ensures that you aren’t fielding through a pool of unqualified applicants, saving you even more time. It’s important to be careful with how you filter resumes, however, as it’s could be easy to inadvertently input unconscious biases into your search.
Applicant Rejection
ATS software typically gives recruiters a chance to choose why they decided to reject a candidate. If the recruiter cannot find a logical reason for rejecting a candidate, then they should be able to move forward with the applicant.
Applicant Screening
Another way ATS helps with compliance and rejection is by making applicants go through screening. Resume screening or even short quizzes give candidates a chance to share their skill base, education, and past job experience. This prevents unqualified candidates from moving forward with the application process, making it easier for recruiters to focus on qualified candidates.
Reporting
One of the most used functions of an ATS is the reporting system. An ATS is able to compile different reports in order to see different demographic information, hiring information, and track employee compliance training. Seeing who has been successful in getting hired and who hasn’t can help you understand whether your recruiting process needs to be updated.
Reduce Implicit Biases
These reports are especially useful when it comes to compliance as the reports do not disclose the employee’s religion, ethnicity, or any disabilities. This takes away the possibility of any implicit biases coming through during the recruitment process. This ensures that the most qualified candidate gets the position strictly on their qualifications and experience.
