Federal contractors are required to include in “all solicitations or advertisements for employment that all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or national origin.” This is more commonly known as the EEO tagline and you can satisfy this requirement by including the tagline in your job postings. Federal contractors are also required to post the “EEO is the Law” poster and supplement in a prominent place “where it can be readily seen by employees and applicants for employment.” For electronic applications, OFCCP’s FAQs state that: “If the contractor uses an electronic application process, it must post an electronic notice to inform job applicants of their EEO rights. Electronic notices for applicants must be conspicuously stored with, or as part of, the electronic application. In addition, in individual instances, a contractor may have to provide a notice of EEO rights electronically as a form of reasonable accommodation for a disabled employee, even if the employee works at the contractor’s physical location.” You will need to comply with the above requirements, whether job seekers visiting your talent portal become applicants or not. The other posters you referenced such as the Employee Polygraph Protection Act and FMLA posters are mandatory notices that employers are required to provide to their employees. You have no obligation to provide these notices to applicants. So, you may want to only make visible to applicants those that you are required to provide to applicants. As far as the Contractor Talent Network is concerned, I assume you are talking about 1099 independent contractors, where you have no employer-employee relationship. Since they are not going to be employees of your company, your obligation to provide these notices to employees and applicants to your payroll positions, would not apply. In fact, posting these notices might just cause confusion, granting employee rights that they do not have. Just make sure that you have classified these positions correctly as independent contractors.
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.