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Expectations around record keeping for database searches, “good” and “bad” searches

Anonymous - Apr 05, 2021
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Hello,

We understand as a federal contractor that we have to maintain records of the searches our recruiters do of “external resume databases” like LinkedIn. I’m trying to get more information on what exactly the OFCCP is looking for when reviewing or auditing those search records. What would be considered a “good” search? What search criteria would raise a red flag? We also recognize that some of our recruiters might be using resume databases to conduct “outreach” via search criteria like “veteran/military” or membership in a particular affinity group like black professionals from that field, etc. but I worry about the line between “outreach” and “considering race etc.” when sourcing for candidates. I’d like to provide our recruiters with some “best practices” around what search criteria they do (and don’t) use when sourcing candidates through sites like LinkedIn and would love some guidance.

Thanks!

1 Answer

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Ahmed Younies

President and CEO, HR Unlimited, Inc.

Alissa Horvitz, Esq.

Member Attorney, Roffman Horvitz, PLC

Allen Hudson, PHR, SHRM-CP

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Beth Ronnenburg, SPHR, SHRM-SCP

President, Berkshire Associates

Bill Osterndorf

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Human Resources Manager, Circa

Carla Irwin, Esq.

President, Carla Irwin & Associates, Inc.

Craig Leen

Board Member, Circa

David Cohen

President and Founder, DCI Consulting

Ellen Shong-Bergman

Former Director, OFCCP and Retired President, Ellen Shong & Associates,

Josh Roffman, Esq.

Managing Attorney, Roffman Horvitz, PLC

Lisa Kaiser, Esq.

Managing Partner, The Kaiser Law Group, PLLC

Marilynn L. Schuyler, Esq.

Senior Counsel, Seyfarth Shaw

Matt Nusbaum

Senior Consultant, Director, Biddle Consulting Group, Inc.

William E. Doyle, Jr., Esq.

Former Deputy Director, OFCCP Partner, McGuireWoods LLP

Zoe Ann Whitley

Manager, Consulting Services, Affirmity

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