Equal Employment Opportunity reporting is required of every business with 15+ employees in the USA.
US federal government contractors and subcontractors need to comply with the OFCCP (Office of Federal Contract Compliance Programs).
Failure to comply can result in significant fines. This stuff matters.
By default, JobScore shows every applicant for jobs in the United States a disclaimer and gives them the option to volunteer their gender, ethnicity, disabled & veteran status.
Federal contractors can flip a switch and make the self-identification form match the precise font and layout mandated by the OFCCP.
A critical aspect of OFCCP is to record the reason that you don’t hire each candidate.
JobScore includes configurable “disposition codes” to capture why you decline each candidate or why candidates withdraw from the process.
Reduce risk by requiring a disposition code whenever you mark a candidate as declined or withdrawn.
Sometimes your legal team needs every candidate to click through an agreement when they apply for a job.
JobScore makes it easy to create your own agreement and make applicants click through it to complete a job application.
Compliance reports are easy to export to a .csv (excel) file and include the information you need for annual EEO-1 reporting.
The applicant log detail includes the information compliance consultants need in the event you are audited. This includes the candidate’s voluntary self-identification data, disqualification reason and disqualification stage.
The disposition codes report shows why candidates are being disqualified. This data can be extremely useful when reviewing and adjusting your sourcing and assessment strategies.
Compliance data can also be used to understand if you are generating enough candidate pipeline to meet diversity hiring initiatives.