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.
Effective immediately, all federal contractors are required to provide privacy training to their employees to safely handle Personally Identifiable Information (PII) defined as “any information that can be used to distinguish or trace an individual’s identity, either alone or when combined with other information that is linked or linkable to a specific individual.” On January 19, 2017, the Department of Defense (DOD), General Services Administration (GSA), and National Aeronautics and Space Administration (NASA) issued this new rule adding Subpart 24.3 (Privacy Training) to the Federal Acquisition Regulation (FAR) to implement these new requirements.
The White House recently rolled out a new online tool (www.worker.gov) that allows employees to file various types of complaints against their employer. This site also was designed to inform individuals of their employment rights. According to the White House, the website was created to assist individuals “who have had wages stolen, have been injured on the job, faced discrimination, or were retaliated against for seeking better wages or work condition,” file complaints against their employers.
The regulations requiring federal contractors to track good faith efforts of outreach to targeted groups have been in effect for over two years. However, federal contractors and subcontractors are still facing challenges with meeting the requirements—especially when it comes to tracking their efforts. With that in mind, here are five tips for effectively tracking your good faith outreach efforts:
Military Veterans continue to face difficulty translating their skills and experience into civilian terms, but employers can help them, consultants say.
‘‘One of the top concerns I hear from both Veterans and employers is the difficulty with properly translating military skills and experience into the required skill sets for civilian jobs,’’ Beth Ronnenburg, president of Columbia, Md.-based HR consultancy Berkshire Associates Inc., told Bloomberg BNA in an Oct. 27 email. ‘‘Military personnel find it overwhelming when they have to read through hundreds of job descriptions to find jobs for which they are qualified; some also find it challenging to determine which civilian jobs match the skillset they developed in the military.’’
The Equal Employment Opportunity Commission (EEOC) recently updated its Strategic Enforcement Plan for FY 2017-2021 to include a focus on “the increasing use of data-driven screening tools” in hiring and other employment contexts. The agency also held a recent public hearing on the topic, with a panel of attorneys, labor economists, and industrial psychologists telling the agency the use and scope of big data in the employment context is “expected to grow exponentially in the future.”
Crafting a job description that will be seen by as many candidates as possible—and subsequently handling the work that comes along with it—is a difficult part of a recruiter’s job. If you find yourself wondering how you can improve your process, first be sure you’re adhering to the following rules of thumb:
With so many different avenues and methods of sourcing available, it’s no surprise that HR professionals get overwhelmed sometimes. However, with the combination of a calm and collected approach, focused strategy and intuitive technology, HR professionals can create the most effective modern candidate hiring techniques available.