The best way to measure outreach efforts is to ask candidates how they heard about the position as part of your on-line application, and tally the results from the various sources. This is most effective if you list the various options for them, as it provides a consistent method of response. If you are using a third party for recruiting, they should be able to provide you with the number of applications they receive from each of the various sources. Outreach could include attending job fairs, posting announcements in targeted publications, partnering with groups whose membership is geared to IWDs and Veterans, and publicizing announcements in other communications likely to reach the targeted groups. This is not an exhaustive list, and I invite my colleagues to chime in with other methods of outreach.
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.
