EEO and OFCCP Compliance for Recruiters: What to Know and Do

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Like it or not, recruiters need to be experts on a raft of regulations to avoid legal troubles. A key compliance issue is the regulations enforced by the Equal Employment Opportunities Commission (EEOC) which aim to promote fairness in the workplace.

Recruiters have enough on their plates without having to learn the ins and outs of complex compliance laws. You might think that job boards and your recruiting technology will take care of those pesky regulations for you but, ultimately, it is the employer’s responsibility to ensure that all hiring practices are compliant.

Also, while most applicant tracking systems will support EEO/OFCCP compliance for applicants, that word has a specific definition in law. You will have other types of candidates landing in your ATS who may or may not meet the regulatory definition. So, there may be some extra things you have to do to stay on the right side of the law.

Before we dive into the details, let’s explain those crucial definitions that set the stage for everything to come. The word ‘applicant’ carries so much legal weight—do you truly know who qualifies?

Applicants and candidates are not the same thing

Recruiters often

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