The national unemployment rate is expected to further dwindle to 4.4%. While this is great for the economy, large companies face the unintended consequence of finding the right talent in a candidate-driven market. Specifically, the finance, healthcare, and manufacturing industries face unique issues around the scarcity of talent.
The 2016 election season is coming to an end. As voting day quickly approaches, it is imperative HR professionals are up-to-date on the policies of both Hillary Clinton and Donald Trump—and the impact those policies will have on the workplace. Below are some of the federal policy areas subject to change with a new president:
Office of Federal Contract Compliance Programs (OFCCP) recently announced the expansion of its Mega Construction Project (MCP) program. According to OFCCP, an MCP is “a major federally funded or federally assisted construction project.” During the early stages of the project, OFCCP engages the different stakeholders in a community, and then focuses on community outreach, technical assistance, and compliance evaluation. This “front-end” approach supports
Published: August 2016
Tracking applicant data is an important component of compliance with federal affirmative action requirements. Not only is it required, but if done strategically, it can provide valuable insight into your company’s hiring practices and help mitigate compliance risks. With the latest applicant tracking system (ATS) technology available, collecting massive amounts of data is commonplace. Knowing what all this data means and how to use it to your advantage is where the challenge lies.
Office of Federal Contract Compliance Programs (OFCCP) has had a busy few weeks on the regulatory front, including an announcement of proposed changes to Form CC-4 (the individual complaint form), renewal of a revised Scheduling Letter, issuance of the Final Rule on Sex Discrimination, and publication of the second annual revision to the Protected Veteran (PV) Hiring Benchmark. Here’s everything you need to know about these updates:
As recruitment and HR professionals, it is important to not only continue proven methods of success, but to also take a look at new trends and learn how to properly implement them. According to industry experts, here are some of the top recruitment tools and ways to integrate them into your hiring process:
According to Office of Federal Contract Compliance Programs (OFCCP), the Scheduling Letter and Itemized Listing have been renewed for three years by the Office of Managment and Budget. As of July 1, 2016, OFCCP will begin using the renewed Scheduling Letter and Itemized Listing to initiate supply and service compliance evaluations.The edits made in the renewed letter ensure contractors understand the information being requested and strengthen the agency's assurances of confidentiality for the information provided. OFCCP has also included language which provides a complete description of its investigatory and enforcement processes.
Today, Office of Federal Contract Compliance Programs (OFCCP) announced a Final Rule detailing the requirements which covered contractors must meet under the provisions of Executive Order 11246 prohibiting sex discrimination in employment. Prior to the announcement of the new regulations, covered contractors were following sex discrimination guidelines from 1970. The updated guidelines align with current laws and address the realities of today's workplaces.The Final Rule will go into effect on August 15, 2016.