It is best to distinguish these two categories (associate or more senior). Competitors for a particular job should have similar qualifications and the minimum qualifications should be in the job announcement. Applicants and hires with a wide range of experience can lead to problems in an audit. Further, it may not allow for an appropriate annual analysis. In my responses below, for clarity, I refer to the "job announcement" as that which applicants see, versus "job description," which typically is only seen by the employee. Answers to your specific questions follow: How narrow does each job description need to be in terms of minimum required qualifications? There is no specific requirement for job descriptions or job announcements. I would look at it from a different perspective. What do you need the employee to do? Why are those the minimum qualifications for the job? That should drive the announcement. At that point, you have similarly-situated individuals competing whether it be entry level, mid level, senior level, or something else. Is it acceptable to have open positions on our website that act more like active pipelines to cast a wide net, rather than a specific job description for a specific business need? Pipelines are tricky to do well. This answer depends on specific facts, such as how many applicants and hires for the positions, how long does the candidate in the pipeline stay active, and some other factors. Candidate pipelines often lead to questions in an audit, so these should only be used when absolutely necessary and documented very well. Would we need to open an individualized job description per each hire, even if it's exactly the same job description as the rest? Merely opening a new announcement for each hire doesn't limit your pool for analysis if the applicant pool is the same or if applicants are carried over from consideration for previous hires. So the answer is no with the facts given above. Probably the best idea here is to look at the analyses (all - hiring, compensation, etc.) with the appropriate pools, e.g., everyone in the pipeline together if that is who is considered for each hire, and see where the disparate impact exists. Then of course, make sure that the company can document a non discriminatory reason for the adverse impact.

You can 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. Or request a demo to streamline your compliance and recruiting efforts.