The disposition codes that an organization should be tailored to the manner in which that organization conducts its recruitment efforts. Thus, there is no one set of universal disposition codes that are relevant to every organization. In terms of "best practices," disposition codes should include the following: - Information on the reason a candidate is no longer under consideration - Information on when a candidate fell out of consideration - Information on who made the decision that caused the candidate to fall out of consideration For federal contractors and subcontractors, there should be dispositions that would remove the candidate from applicant data that would be submitted to OFCCP during a compliance review. This would include the following types of dispositions: - Dispositions indicating that the candidate did not meet some particular basic qualification (such as an educational or experience requirement) for an open position - Dispositions indicating that a candidate withdrew from consideration (by actively withdrawing, by failing to respond to contacts from your organization, or by having a criteria for a position your organization cannot meet) - Dispositions indicating that a candidate failed to properly follow your organization's process for consideration (for example, by failing to meet a time frame for applying or by applying for a position that was not open) Whenever possible, there should also be dispositions for qualified candidates that indicate the type of criteria that made a candidate less qualified than the individual who was selected. Some organizations have very lengthy lists of dispositions. Others have shorter lists which they supplement with notes regarding what happened to candidates. As I noted at the start of this response, your list of dispositions must fit your particular organization. If you are interested in the particular list of disposition codes we have developed at my firm, you may contact me directly at [email protected]. The list is too long to reprint here. I hope this is helpful.

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.