Sending a letter to recruitment sources is a best practice. There is no explicit requirement in the federal affirmative action regulations to do so. However, OFCCP will often ask during compliance reviews whether recruitment sources have been asked to include minorities, females, veterans, and individuals with disabilities among their referrals. A letter of the kind you've posted above would help to demonstrate that you are meeting this objective. As an LJN customer, it's true that you have many recruitment sources that are used. If you're concerned about the burden of sending a letter to recruitment sources, then it may be best to send a letter to (a) the recruitment sources that your organization individually contacts about referring candidates and (b) the recruitment sources that produce the most candidates for your open positions. There IS a requirement that organizations covered by the affirmative action provisions in the regulations for protected veterans and/or individuals with disabilities to send "written notification of company policy related to its affirmative action efforts to all subcontractors, including subcontracting vendors and suppliers, requesting appropriate action on their part." While OFCCP has never defined the particular contents of this notification, it is clear that agency expects some kind of written notification has been sent to "subcontractors." Whether a recruitment source should be considered a subcontractor is an open question. Regardless, there needs to be an effort made to send this notification to vendors that are associated with an organization's federal contracts.
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.
