Hi Alisha, You are correct in that it is best to be consistent. If walk-in applicants are considered "on the spot," then it appears they may have preference and could lead to concerns by OFCCP, or at least a closer look. However, if there is a legitimate business need to hire people quickly, it can be done, but I recommend the company proceed carefully. Ensure that there is a process. How the company develops the hiring process is dependent on the specific facts, such as for what jobs will the "on the spot" process apply for in person applicants versus website applicants. The procedure for handling walk-ins should be intentional and consistent among anyone involved in the hiring process (from receptionist to final authority). It is probably prudent for you to run your adverse impact analyses both separately for walk ins and together with the online applicants to ensure there are no disparities.
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.