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The best solution would be to open a new position, define the minimum and preferred qualifications for this position, list this position with the local ESDS, advertise the position (even if for just a short time), and encourage your chosen candidate to apply for the position. What you should NOT do is create the new requisition and then move one or more candidates over to this requisition because candidates should always be required to apply to open positions. I realize that this requires extra time and effort, but it avoids the potential problems that could arise from comingling your applicant pools. Bear in mind that federal contractors have to comply with the requirements under the Internet Applicant Recordkeeping Rule, which include tracking applicant data and soliciting demographic information. If you port applicants from one requisition to another, you create potential problems such as unduly expanding your applicant pool and counting applicants that probably should have not been counted - which can affect your adverse impact analysis, as well as raise questions regarding whether you performed outreach for the new position. You would be much better off creating separate requisitions to keep your applicant tracking and reporting clean. For more information about your obligations under the Internet Applicant Recordkeeping Rule, click here.
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.