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Posts Tagged ‘EEOC compliance’

Is your Business Hiring Diversely?

November 16, 2013 Leave a comment

What makes a company stand out from the rest; diversity? Diversity in the workplace allows businesses the opportunity to approach their ideas from various angles. It broadens the horizon, as so to speak. Different employees, bring different ideas to the table. When the question of diversity in the workplace is put before executive managers, they all agree, that an inclusive workplace with diverse talents and personalities can and do increase, their companies overall performance as a whole.

As diverse and distinct employees are, their talents come together to unify and solidify the business world. The diversified personalities are very much needed at the drawing board. Imagine having a company full of robots with the same mind frame, the same voice and the same way of thinking. When you take this scenario and apply it in the business world, what you have is a company filled with like minded employees, with no vision and no clear direction.

Executive hiring managers are charged with bringing diversity into the workplace. How can they accomplish this? Incorporating strategies in the workplace increases employees’ sensitivity, to others and to themselves.

 

  • By hiring employees with creative and distinctive personalities and backgrounds. Polls were taken and studies were conducted, and the results are in. Bringing inclusion and diversity into the workplace, challenges employees to “think outside the box.”

 

 

  • By initiating a strategic interview. Ordinary interviewing tactics do not reveal the true talents that lie within a person. Asking questions that veers away from ordinary logic is one way to test a prospective employee’s creativity level.

 

Diverse thinking in the workplace is what separates every day ordinary businesses, from successful thriving businesses. After all, where would Nike, Wal-Mart, McDonald’s and fortunate 500 companies be today, if they had not dared to be different? Having diversity in the workplace, exposes everyone in the workplace to different ways of thinking, more opportunities to brainstorm (off the wall) ideas, and the courage to try something completely out of character.

Even in society, diverse is viewed as a valuable resource. When different cultures come together, and combine resources the outcome is tremendous. Imagine having all of those resources under one roof, working together side by side, day after day.

Studies show that inclusive diversity and creativity enhances employee participation. Attitudes are positive, job performance is heightened and leaders are born. Hiring executives are responsible for recruiting and retaining qualified applicants. Compensation often fuels executives to manage inclusion and diversity, but what does to take to make them accounting for finding it?

Management is praised for their work hard, but in order to retain a diverse population of workers, employees must be rewarded for their role in directing the company with their ideas as well.

To comply with all federal diverse hiring regulations and prevent potential fines, also be sure to ensure you are utilizing OFCCP compliance software throughout your hiring process.

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

January 11, 2013 Leave a comment

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.