Related resource: Use this OFCCP audit checklist to ensure you’re doing what is required to maintain OFCCP’s regulations including VEVRAA, Section 503, and EO 11246.

Today’s employers have to manage an increasingly diverse workforce. Diversity candidates are one of a growing group to join the labor market, and employers have to be both proactive and are required to recruit from this rich, talent pool – one that can be critical to your hiring business plan. As a federal contractor or subcontractor, a new regulation enacted by the Office of Federal Contract Compliance Programs (OFCCP) directly impacts you and your diversity recruiting
initiatives.

The purpose of the Office of Federal Contract Compliance Programs is to enforce – for the benefit of job seekers – Affirmative Action and Equal Employment Opportunity (EEO) legislation. This
legislation requires that those who do business with the Federal government make job opportunities available to diversity candidates – minorities, women, veterans and others;
candidates that are traditionally considered to be under represented in the workforce.

OFCCP Compliance, in particular, dictates that as a federal contractor or subcontractor you must abide by mandatory job listing requirements to reach job seekers from these diversity groups. You must also be prepared to furnish reporting on hiring data to meet these regulations, in preparation for a potential audit.

If these OFCCP requirements apply to you, Circa’s OFCCP Compliance Solutio