Home > Uncategorized > Get with the Federal EEOC Compliance Program for Your Hiring Practices in 2013

Get with the Federal EEOC Compliance Program for Your Hiring Practices in 2013

ImageA company’s human resources department must make sure that its hiring managers and recruiters do not discriminate against potential new hires.

The Civil Rights Act of 1964 forbids companies from denying employment to people based on their race, religion, sex or national origin. HR departments take pains to document the screening and filtering process that they apply to applicants to verify that they do not violate the law either through overt or unintentional acts of discrimination. What’s more, there are social ramifications for a company that appears to be acting in a consistently discriminatory fashion.

Such an impression can destroy good will in the community and hamper your future efforts to recruit and retain the very best talent. There are also financial consequences in the forms of fines and potential lawsuits that seek damages for discrimination.

The federal government’s Equal Employment Opportunity Commission (EEOC) is charged with processing claims of discrimination, investigating cases and making sure that companies follow the law. Federal contractors in particular have to make sure that they integrate EEOC compliance into their worker recruitment processes.

The news is filled with reports of job candidates who claim they were turned down from a position because they were women, for example, or because of their religious beliefs or practices. Older job seekers may seek redress through the EEOC, winning lawsuits against companies that seek to only hire younger people because they can pay them less than more experienced people who happen to be 20 years older.

 Government regulations also prohibit companies from discriminating against people with disabilities or applicants who have been flagged because of information obtained through genetic screening tests.

 A company’s HR department, recruiters or managers may have an unconscious bias against applicants of a certain race or be indisposed to hiring people who come from a foreign country. Diligent compliance with EEOC requirements can help safeguard a company from investigations, lawsuits, fines and other legal problems.

Many companies choose to employ applicant tracking systems (ATS) to streamline their hiring process. These systems are great for taking in resumes, filtering results for specific job requirements and processing an application through all phases of recruitment. It’s a good idea for you to consider using an ATS that provides EEOC compliance functionality.

An ATS with an EEOC compliance module streamlines the recruitment and hiring process further because HR personnel won’t have to use another system to ensure compliance. It makes sense to conduct all your hiring processes using one system. It saves time and helps prevent errors that may occur when HR workers transfer EEOC compliance documentation data into their main applicant tracking system.

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