The U.S. Chamber of Commerce recently released a report entitled Office of Federal Contract Compliance Programs: Right Mission, Wrong Tactics—Recommendations for Reform critiquing some of the recent enforcement practices of the Department of Labor’s (DOL’s) Office of Federal Contract Compliance Programs (OFCCP).
According to a news report by the Miami Herald, Florida attorney Craig Leen will serve as a senior adviser to Labor Secretary Alexander Acosta. In an interview with the Miami Herald, Leen described “his political post, approved by the White House, as overseeing compliance rules for government contractors.” This role sounds very similar to the role of the Director at the Office of Federal Contract Compliance (OFCCP) which has been vacant since Patricia Shiu left in November 2016. However, we have been unable to confirm with the Department of Labor if in fact Leen will be the next OFCCP Director. Tom Dowd, a career government employee, has served as the Interim Director role since Shiu’s departure.
KPMG, one of the world’s largest accounting firms, has agreed to pay $420,000 to resolve allegations of hiring discrimination at its Short Hills, NJ location. The firm entered a conciliation agreement with the Office of Federal Contract Compliance Programs (OFCCP) as a result of an investigation that started in 2011.
84 Lumber Company is the nation’s leading privately held supplier of building materials, manufactured components, and industry leading services for single and multi-family residences and commercial buildings. Founded in 1956, 84 Lumber operates more than 250 stores, component manufacturing plants, custom door shops, custom millwork shops, and engineered wood products (EWP) centers in 30 states—representing the top 130 markets in the country. 84 Lumber chose BALANCEtrak applicant tracking system to address the need for speed, efficiency, and the management of high volume recruitment. With plans to open over a dozen more locations, BALANCEtrak solved issues related to streamlining processes, quickly identifying qualified candidates, recordkeeping, and automating workflow.
This guest post is by Gary Zukowski, SVP, CareerArc. CareerArc’s social recruiting solution is fully integrated with Berkshire’s BALANCEtrak, applicant tracking system.
Reducing cost and improving efficiency become increasingly important as companies grow. Recruitment and Human Resources are areas where logistics, volume, and competition intersect. For these groups, the ability to move quickly is key. Otherwise, the departments face losing existing talent, failing to attract new candidates, being outpaced by competition, and costing the organization money in the process. Read more for a first-hand look at how Admiral Bevarage Company increased applicants, retained top talent, and saved time and money with BALANCEtrak, Berkshire’s easy-to-use applicant tracking system:
Increasingly, Individuals with Disabilities (IWD) are proving they belong in the American workforce. Employers are taking notice, though there is still massive room for improvement. According to 2014 data from the U.S. Department of Labor Statistics, 82.4 percent of IWD nationwide are unemployed, in stark contrast to the 6.1 percent unemployment rate for those without disabilities. What’s more, the vast majority of those IWD who are employed work within segregated environments, devoid of individuals without disabilities.
The Internet has changed the game when it comes to recruiting. Where newspaper ads, flyers, and phone calls once formed the backbone of the job search process, there now exist webpage banners, job sites, email campaigns, and applicant tracking systems (ATS). That means not only have the avenues for connection to candidates increased many times over, but employers also have more powerful tools to manage applicants and determine which ones are the best fit.
However, all these techniques are moot if potential candidates never make it to the company job listings webpage, spend some time exploring, and decide to fill out an application. In sales, the maxim is, “Always be closing.” That applies for recruiting too—ads must lead candidates in the right direction and then convince them to take action. Luckily, the Internet has methods employers can follow to promote their job page.
These days, it isn’t enough to create a résumé that can catch the eye of hiring managers. Today’s résumés must also satisfy the increasingly effective screening process of applicant tracking systems (ATS) designed to weed out gaudy résumés with little real substance. The trick is, sometimes developing a résumé for one purpose can neglect the other.
This trend is ultimately a plus for both employers and job seekers. No longer will you have to convince hiring managers of your prerequisites or overwhelm them with boosted anecdotal evidence. Meanwhile, employers can trust the résumés that do make it through the ATS screen will be up to par and worthy of consideration. It’s a win-win—as long as both candidates and employers keep a few points in mind.