When it comes to general labor jobs in processing plants, there is very high turnover. These are jobs that require no skill, no English, nothing other than being 18 years of age and legally eligible to work in the US. If we need eleven people, it could easily be the first eleven people that complete an application that get hired that week. The rest we hope come back the following week, we don’t want to lose them as potential hires since the posting will come down as soon as the eleven positions are filled, but we will likely have more openings a few days later. We are now moving on an online applicant tracking system which count down the number of openings we have and the posting will come down once the openings are filled. Historically the job would just stay out there as an evergreen job.
The question is: what is the minimum amount of time a job can be posted without causing risk to the company from an outreach perspective? If we post a job and we accept the first candidates the post for the job because it literally requires no skills, what does this do to us from an affirmative action/outreach perspective now that this is all automated? Does this negatively impact us in any way?
Comprised of former OFCCP directors and respected thought leaders in OFCCP compliance, affirmative action, and EEO.
President and CEO, HR Unlimited, Inc.
Member Attorney, Roffman Horvitz, PLC
President, Berkshire Associates
Principal Consultant, DCI Consulting Group, Inc
Human Resources Manager, Circa
President, Carla Irwin & Associates, Inc.
Board Member, Circa
President and Founder, DCI Consulting
Former Director, OFCCP and Retired President, Ellen Shong & Associates,
Managing Attorney, Roffman Horvitz, PLC
Senior Consultant - EEO/Affirmative Action Division, Biddle Consulting Group
Lawyer, The Kaiser Law Group, PLLC
Senior Counsel, Seyfarth Shaw
Senior Consultant, Director, Biddle Consulting Group, Inc.
Former Deputy Director, OFCCP Partner, McGuireWoods LLP
Manager, Consulting Services, Affirmity
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