What do you do when faced with applicant data challenges? Beth Ronnenburg, President of Berkshire, will present real-life scenarios related to managing unusual or challenging applicant situations to participants in an interactive presentation Inspired by the popular television series, “What Would You Do?” At the North Texas ILG meeting on Thursday, November 15, 2018, Beth will explore the different ways of managing situations such as evergreen requisitions, working with temporary staffing agencies, or using data management techniques.
Beth Ronnenburg, President of Berkshire Associates, will share with attendees best practice for defining an Internet Applicant, minimize recordkeeping, and the importance of dispositioning candidates with minimal legal risk.
The U.S. Equal Employment Opportunity Commission (EEOC) and Strataforce, a staffing firm, recently resolved claims that the company violated the Americans with Disabilities Act (ADA) during its hiring process. The EEOC’s lawsuit alleged that the company made illegal health inquiries of applicants, prior to making an offer of employment or placement, by requiring applicants to complete an application questionnaire that asked detailed medical questions, as well as disability-related questions.
Applicant Disposition codes are one factor that can potentially “make or break” Affirmative Action Plan (AAP) data. As a best practice, we recommend having detailed disposition codes that include two pieces of information for each candidate—the step and status.
In its 2017-2021 strategic plan, the U.S. Equal Employment Opportunity Commission (EEOC) outlined six key enforcement priorities. In another local example, the agency filed a complaint in support of its first and sixth enforcement priorities—the elimination of barriers in hiring and recruitment and the prevention of systemic harassment.
Office of Federal Contract Compliance Programs (OFCCP) has entered into a conciliation agreement with Aramark Uniform Services to settle allegations of hiring discrimination against male applicants and placement discrimination, or steering, against female hires, both for production positions in the contractor’s Evansville, IN facility. Aramark is a provider of uniform services and supplies, and the Evansville, IN location provides both uniform rentals and uniform services.
I have had several clients recently ask me about “Pipeline Requisitions.” And I will tell you, as I told them, as a compliance consultant, I am not a fan of them. The pipeline requisitions go outside my comfort zone, they go outside the box—the nice, clean, compliant box that clearly specifies the applicant data that needs to be included in an affirmative action plan.
Today, March 8, is International Women’s Day. Since the early 1900’s, every year, International Women’s Day calls on individuals, governments, and companies to “be bold for change,” and forge a better working world by closing the gender gap. This day marks a call to action to close disparities in hiring, pay, promotions, and in executive leadership.
As a consulting firm that supports companies' efforts in equal employment opportunity, Berkshire would be remiss not to mention the importance of Executive Order 11246, and the laws that seek to advance gender parity in the workplace.
Sodexo, world leader in Quality of Life services, released its 2016 Global Diversity & Inclusion Report this week and credit BALANCEtrak applicant tracking system with fostering more efficient and compliant frontline recruitment. As the 19th largest employer globally, and serving 15 million North American consumers, the report highlights Sodexo’s mission to attain an organization reflective of the diverse communities they serve. Accomplishing this goal meant identifying the right platform and processes that could result in attracting a diverse pool of applicants.