Employers must ensure that their recruiting processes do not have a discriminatory impact on protected groups, even if they are not intentionally discriminating. This means that employers should periodically review their recruiting processes and make necessary changes to ensure compliance with EEO and OFCCP regulations.
In this download we cover:
The Impact of the EEO and OFCCP on Recruitment
The Key Differences Between Leads and Applicants
How Technology Can Keep Employers Compliant
All of which can help you to adjust your current recruiting processes and establish a clear path moving forward to consistently stay compliant.