The short answer, Anonymous, is that a contractor may not destroy any employment record for so long as it is required to be maintained. To do so is, in itself, a violation of OFCCP regulations. The period of time items such as applicant and related records are required to be maintained varies, but since you are apparently speaking of a current record it would not be prudent to do what you ask. I know that's not very helpful but this is a more complicated question than you may realize. I am currently finalizing an article for the OFCCP Digest, another valuable source of employer information on this site, that deals specifically with your issue. It will address what you should "call"/how you should "count" internal selections as well as address what I think might be another concern...whether a contractor MUST or even SHOULD post ALL jobs... particularly those for which it may already have identified an employee who it wants or intends to select, or one who is "in line" for the job. I believe my article will be in the next issue of the Digest -- due out next week. If publication is delayed, I'll come back to your question and provide as much more information as I can in the space available. In the meantime, please don't delete the requisition or any other applicants from your "applicant flow" or any other data. There IS a better practice, I promise!

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.