effective recruiting strategies for managers that minimize compliance risks for business

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Effective Recruiting Strategies for Managers That Minimize Compliance Risks for Business

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Speaker: Lisa HarpePrincipal ConsultantPeoplefluent Research Institute

Moderator: Kellye WhitneyManaging EditorTalent Management magazine

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Effective Recruiting Strategies for Managers That Minimize Compliance

Risks for Business

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Kellye WhitneyManaging EditorTalent Management magazine


Risks for Business

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Lisa HarpePrincipal ConsultantPeoplefluent Research Institute


Risks for Business

Tips to Managing Effective & Compliant Recruitment Strategies│7© 2012 PeoplefluentSeptember 25, 2012

Tips to Managing Effective & Compliant Recruiting Strategies

Lisa Harpe, Ph.D.Principal Consultant / Industrial Organizational

PsychologistPeoplefluent Research Institute (PRI)

© 2012 Peoplefluent


Tips to Managing Effective & Compliant Recruitment Strategies│8

Agenda• The government’s increasing attention to Good Faith Efforts

• Measuring the effectiveness of recruiting sources

• Leveraging Good Faith Efforts if underutilization exists

• Actionable steps to align managers & recruiters toward recruiting goals

Lisa Harpe, Ph.D


Focus on Good Faith Efforts




Federal Enforcement Agency

OFCCPOffice of Federal Contract

Compliance Programs(Executive Order11246)

Federal contractor 50 or more employees

Monitors for discrimination in:• Promotions

• Demotions

• Transfers

• Recruitment or recruitment advertising

• Layoffs or termination

• Compensation

• Training

• Internet Applicant

• Proposed Regulation

• Veterans

• Persons with Disabilities




OFCCP Audit Activity

Special Recruiting Programs Required


Measuring Recruiting Sources




Define Diversity Recruiting Goals




Summary

EEOC

OFCCP

Avoid Discrimination

Lawsuits

Laws & Regulations

Good Faith Efforts

+

Measure Recruiting Sources

+


Placement goals? Leverage Good Faith Efforts




To Do• Develop action‐oriented

programs• Involve recruiters• Involve hiring managers

Placement Goals




• Action‐oriented programs

• Monitor of applicant flow, hires, promotions

• Review of succession planning

• Career development program

GFE Reporting for Placement Goals




Senior IT Director (Upper Level Mgrs)

Dennis Mays (WM)

Jonathan McNalty (WM)

Edward Colston (BM)

VP of Marketing (Upper Level

Mgrs)

Jack Harper (WM)

Larry Donovan (WM)

Leslie Jones (BF)

Succession Planning




Flexibility

• Flexible schedules• Part‐time option• Different work shifts• Job sharing

Career Development

• Mentoring• Job shadowing• Internships• Internal job postings (keep records)

Training

• Tuition reimbursement• Allowance for professional memberships• Internal training program

Career Development/Programs




Responsibilities of Hiring Manager

• Understand EEO / affirmative action laws and regulations

• On top of issues within their departments

• Create a plan of action toward goals

• Create an atmosphere free of discrimination

• Generate ideas to assist the company in meeting relevant objectives




Responsibility of Recruiters

• Compliance with EEO/AA laws

• Collect/separate all data

• Compare applicant pool to available qualified workforce

• Analyze data

• Include an “applicant source” column in the applicant log

• Focus recruitment efforts accordingly




• Outreach/recruitment

• Recruitment logs

• Post jobs with state employment office

• Procedure for accommodation request

• List of accommodation request and outcome

• Review of web accessibility

• Training logs for ADAAA/Section 503

• Review of job requirements for compliance with ADA

• Self‐identification form

• VETS‐100A (3 years)

• Narrative

Good‐Faith Efforts/Record Retention

For Veterans and Disabled




Ability to Navigate

Navigation linkUse without a mouseUse screen reader

Audio / Text

CaptionsText descriptionsassistive technologies with Websites

Reasonable AccommodationsAvoids triggers for

epileptic seizuresOnline formsAbility to request additional help

OFCCP Accessibility Watch List




Ability to Navigate

Navigation linkUse without a mouseUse screen reader

Audio / Text

CaptionsText descriptionsassistive technologies with Websites

Reasonable AccommodationsAvoids triggers for

epileptic seizuresOnline formsAbility to request additional help

OFCCP Accessibility Watch List

In compliance with the ADA Amendments Act (ADAAA), if you have a disability and would like to request an accommodation in order to apply for a position with x company, please call xxx‐xx‐xxxx or e‐mail [email protected].

Must be visible on website.

mailto:[email protected]


Aligning Managers & Recruiters Toward Recruiting Goals




Buy‐In from Hiring Manager

• Set expectations with regard to affirmative action responsibilities

• Have their performance as it relates to affirmative action be part of their annual evaluation

• Develop reports which demonstrate how the manager is performing with respect to affirmative action




Recruiter Buy‐In• Drive understanding of benefits of diversity in the workplace

• Connect their role to helping meet Placement Goals & other AA goals

• Keep them abreast of areas of underutilization

• Develop metrics for demonstrating performance

• Link in performance to annual review/compensation


Find Peoplefluent on…Twitter: twitter.com/peoplefluentLinkedIn: linkedin.com/company/peoplefluent Facebook: facebook.com/peoplefluentBlog: peoplefluent.com/resources/peoplefluent‐blog

Pay Discrimination│28

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Questions and Answers

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Lisa HarpePrincipal ConsultantPeoplefluent Research Institute

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