Recruitment and hiring processes are changing, and they are changing fast. Similar to how fast the internet changed public lives in the 1990’s, elaborate internet tools such as social media, job boards, online diversity associations and job posting requirements are changing the lives of recruiters and Federal contractors right now. In turn, contractors have a lot of questions about how to keep pace with their recordkeeping policies and data collection processes to meet evolving Affirmative Action compliance requirements.
The fundamental principal remains the same; OFCCP expects, nay demands, that Federal contractors collect detailed data that allows contractors to identify an applicant pool and the resulting hire(s). The decision criteria