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Mobile Hiring Applications Are Integral for Today’s Employers March 8, 2013

Posted by Darwin in Applicant Tracking Database, applicant tracking software, Applicant Tracking System.
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Human resources departments in computer and technology companies need to keep up to date with mobile applications. Actually mobile applications applies to all type of work, because most industries use the computer. With so many job hunters using mobile phones and tablets, the traditional online job search has changed.

Mobile user don’t appreciate job websites that take more than 5 to 10 seconds to download. Your company will lose some good job candidates when you don’t use applications that optimize your website for mobile users. Many people use mobile phones at work, home, or when driving. The are trying to search for a job when not at work or commuting by bus or train. Job search sites like CareerBuilder and Indeed have found the amount of mobile searches by applicants has doubled.

Employees want to search at lunch time and apply quickly. If the applications process is too time consuming, they will not return or followup. Sometimes these are the best candidates, especially for high tech jobs that require certain skills. When your job websites is not optimized for mobile devices someone calling from a smartphone often sees small print that they cannot read. Surprisingly only two percent of Fortune 500 companies have applications for mobile job searches. This means that they lose out on these candidates.

Some job sites offer employers mobile applications geared to mobile users so they can get more candidates to apply. It let’s them send a resume and answer questions that are hard on traditional job search sites with mobile phones and tablets. Yet, few companies use these simple applications losing dozens of good candidates this way. If your human resources use an applicant tracking system you can upgrade to a new system of software that includes mobile features.

An applicant tracking system with social media features would help a company recruit applicants on Facebook and other social media sites. This is not unheard of because many businesses have a Facebook page that customers and employees visit. The tracking system should make your website optimized for smart phone and other mobile devices. Now many tracking applications have a feature that allows mobile users better access and interaction.

Many US workers telecommute or work from a satellite office, client, home or cafe so a cloud enabled applicant tracking system helps you attract the mobile and tablet users. When it comes to recruiting new applicants, human resources departments need to upgrade their applicant tracking system to attract more mobile job search.


Employers Have Many Options in Hiring Strategies February 22, 2013

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Human Resources departments in companies have to be flexible and willing to change. The practice of placing offerings on “Help Wanted” websites can be a less than productive way to find the right applicant. Posting a job with specific requirements can have people who are qualified apply, people are close to qualifying but not quite, and people you wouldn’t trust to wash your dog. It takes time to sort through all of those applications to find the group of people to interview.

Often, an internal recruiter, or someone who is actually part of the HR department of the company with a position to fill, will use search firms to create a larger pool of qualified candidates to sort through. It is more difficult, both practically and ethically for an internal recruiter to get the attention and create interest from someone who already has a job and even more so for someone who already has a job at a competitor’s company. The outside company can search for candidates, while the internal recruiter can make certain the candidates actually meet the requirements for the position; this can be especially important for specialized employment chances such as engineering.

One of the things that both outside searchers and internal recruiters must both do is get those qualified candidates to fill out applications. Many companies are turning to job application software to help make that process more efficient. In many ways, job application software is just what it sounds like, a job candidate fills out a job application online, and the application is then returned to the HR department. What the software allows simplifies the rest of the job hiring process too.

The application can be a general or as specific as required for each position to be filled. The candidate will have an opportunity to upload a resume and other information that the hiring company may require. There is a section of the application in which references are listed; however, the people listed as references will sent an email with specific information that is important for that job. Sometimes the person making the reference will simply be required to fill bubbles for a candidate, sometimes a written reference can be part of the process.

By having the references, history of employment, education, and other pertinent information all included in the electronic application, it is easier and less cumbersome for the HR person to determine who should be interviewed and who to pass on. Another benefit is the electronic file will stay there so there will no longer be file cabinets full of applicants who had applied in case other openings occur.

Companies are finding it necessary to be more creative and flexible in how they recruit and hire prospective employees. Applicant tracking systems are just a part of how that flexibility can make the job easier.

Finding the Best Talent in Industries That Aren’t Really Hiring February 8, 2013

Posted by Darwin in applicant tracking software, Applicant Tracking System, recruiting software, recruitment tracking software, small business, top applicant tracking systems.
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how to find talentCompanies and recruiters, who are attempting to find the best talent in industries that aren’t really hiring, know a secret. It is discovering how to use the right Applicant Tracking System to take the overwhelming task of filtering through stacks of resume’s and highlight the cream of the crop.

When the job market tightens, it becomes a hiring company’s dream with skilled applicants flooding human resources hoping for a career. However, a recent survey by Towers Watson revealed that almost 72 percent of employers say they are having difficulty attracting skilled and qualified employees. Recruiters and corporations are successful when they use the latest cutting-edge technology of tools available.

Here’s five industries projected to be among those who aren’t really hiring in 2013:


  • Non-Profit and Religion Work
  • Journalism and Publishing Jobs
  • Legal Work
  • Electricians
  • Data Processing and Entry Level Computer Work

As a recruiter looking to fill these positions or a hiring manager within one of these industries, it’s time to streamline the process. Learn how to implement and use an Applicant Tracking System to stay on top of the competition. 

Non-profit and religion work thrives when the economy supports the ability for members to make donations. When the economy turns sour, these organizations don’t have any money to throw away on charity paychecks to employees with hearts bigger than their abilities. The right Applicant Tracking System filters criteria making your job or hiring less burdensome and more productive.

Trading in the printed word for an electronic version online is a convenient trend that has caused a steady downturn of journalism and publishing jobs. This means skilled writers are looking for placement and turning to sites online where Applicant Tracking Systems are noticed and successfully draw in the best applicants.

Hiring has slowed gradually in the once prosperous field of law with 2013 projected, in some states, to be the worst law job market in decades. Tap into this pool of talented and well-trained specialists before these licensed graduates give up their hunt to land a fulfilling job. Use strategically placed ads linked to an Applicant Tracking System on professional law journal sites.
The housing market is expected to one day pick up the pace, but is currently leaving skilled electricians behind. Create a conduit through which job placement can flow with the right Applicant Tracking System. Properly advertise it to spark the necessary connections between potential electricians who notice and take the time to apply.

As entry-level technology jobs narrow, don’t be left stagnate with an analog hiring process in a digital world. Use an Applicant Tracking System in computer-related recruitment where it is already readily understood among those applying.


Pre Employment Screening: Applicant Tracking Solutions With This Feature November 30, 2012

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When hiring new employees, background checks are essential. More specifically, pre-employment background checks are used by many companies before they even consider hiring someone. The screening process for a potential employee will give you the appropriate information you need to see if they are the right fit for you and your company.

There are many bullet points under the pre-employment screening process that a recruiting professional might want to consider. The first is a credit report. Some employers, for one reason or another, decide to hire a candidate based on their credit report – but they cannot just obtain one freely. According to the Fair Credit Reporting Act, before an employer obtains a credit report they must get written consent from the candidate. A copy of the credit report must be given to the applicant and they have the right to challenge the report. Bankruptcies, which can also apply to a pre-employment screening can appear on a candidate or employee’s credit report. However, discriminating or hiring based on a person who has filed for bankruptcy is prohibited under the Federal Bankruptcy Act.

Education is often a factor when it comes to the hiring process. Even so, there are regulations when it comes to obtaining school records such as transcripts. Along with some state laws, the Family Educational Rights and Private Act are to remain confidential and require permission from the student.

Another facet of the pre-employment screening process are criminal records. A candidate’s criminal past can also help inform a recruiting professional’s decision. However, there are regulations that vary from state to state when it comes to hiring a candidate based on their criminal history so it would be wise to consult with a law professional so that everything is compliant.

The use of lie detector test in a pre-employment screening process is not allowed under the Employee Polygraph Protection Act. There are some exceptions such as security guard services, alarm system professionals, businesses that utilize armored car services and many who are involved in the pharmaceutical business.

Medical records also play a role in pre-employment screening. Again, an employer cannot discriminate against a potential employee based on a persons physical or mental disability. This is prohibited by the Americans with Disabilities Act. However, an employer can ask about a candidate’s ability to do the tasks of the job they are applying for. For example, if the applicant is applying for a job that requires heavy lifting, the employer can ask if they do have the ability to perform tasks that require heavy lifting.

There are many ins and outs when it comes to the pre-employment screening process. By knowing what to screen for and how to screen for it, a business can make their hiring process effortless.

Web based Recruiting Software Changes Everything for a Human Resources Department December 31, 2011

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The way it’s currently done works, no doubt about that, but the availability of a system that cuts

down on time and costs, and speeds up the headhunting process is too good an opportunity
to pass up. I’m talking about Web based job recruiting software as a tool to hasten the work of
Human Resources Managers all over the world.

It used to be (it still is in many places) that when a company was in need of people, it would
place an ad in a newspaper of general circulation. Careful attention is usually made to make
the ad jump out of the Classified Ads page and grab prospective applicants’ attention. Ad
placements don’t come cheap, and it’s a horrible waste of money for the ad to generate only
half a dozen responses. Besides, the ad should attract good prospects, and, usually, the more
responses there are, the better the chances that some good candidates will emerge.

Depending on the number of responses, the ad may be placed again. As the responses come
in, the applications will be screened, with the more promising ones going to the shortlist, while
the rest will be receiving “Thank you, but…” letters soon. The shortlist of prospects will be
contacted for a series of interviews and testing, normally no more than three to four each day,
to determine how they measure up against the desirable qualities the job demands. All this
information becomes part of a file on that particular applicant.

The system works, no doubt about that, but there’s a better way than just running print ads.
Web based recruiting software offers an electronic alternative, one that gives you the lowest
possible recruitment and hiring costs. Applicant tracking software does that by speeding up
the management of resumes and applicant information. You advertise your need online, and
applicants apply online. Their curriculum vitae are stored online and retrieved online.

Using the traditional way, you get to reach only to those who buy the newspaper which carries
your ad. Not so with Web based job recruitment software systems; your market is the entire
world. For instance, if you’re looking for a VP of Operations for your oil interests in Dubai who
speaks Arabic and has a working familiarity with the Arab mind, and who has stayed in the
Emirates for at least five years, you won’t find that person by advertising in the Sunday paper.
You need to go to the web for that. Job recruitment software providers often have tie ups with
job and resume boards like Monster, Hotjobs, and Career Builder, expanding your data mining
reach. The bottom line: lower recruitment and hiring cost.

HR needs to fill positions quickly, so it doesn’t really matter much how HR does it, right? Wrong.
In the first place, there are a number of ways to find candidates, each one associated with a
particular cost and a specific area of effectiveness. Candidates could be found at career fairs or
campus interviews and the cost per hire would be low, but then what kind of candidates would
HR come up with for that VP of Operations job? The likes of the vacancy would probably dictate
a newspaper ad, or candidates generated by job portals or recruitment vendors, but would the
cost then be what the company could afford? Look into web based recruiting software for your
HR department. You’ll eliminate the problems, the costs, and the extra work you have to do if
you use those other, older, inefficient and less effective methods.

Create a hiring flow with Applicant Tracking March 7, 2011

Posted by Darwin in applicant tracking, applicant tracking software, corporate recruiting, human resources, small business.
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A company is as good as its workforce — the employees are the productivity backbone and lifeblood of any business and managers need the right people in the right positions for optimal performance. Logically, employers should do all they can to find the best talent available in the marketplace. As the qualities employers seek have multiplied, the process for recruiting suitable applicants and finding the best fit has become more technologically sophisticated.

An inefficient hiring process has considerable amount of overhead attached and can affect the bottom-line significantly. Any business trying to increase the efficiency and efficacy of their HR department can streamline their hiring process with applicant tracking software (ATS). These applications help automate administrative tasks while bringing the benefits of transparency and collaboration to decision-making. Recruitment software makes the process simpler and more cost-effective while helping companies sort through suitable candidates quicker and at a low cost.

The system follows a particular workflow which can often be customized to a company’s changing needs. The front end of an applicant tracking software can consist of a dedicated website or a sub-domain of company website. This portal is where openings can be listed and candidates can post their resumes. Resumes can also be imported from databases on affiliated online job boards. Resumes then go through multiple checks against skill requirements and job descriptions at company. Powerful search algorithms identify attractive candidates from the available data. The next important feature in the system facilitates communication to selected candidates on their selection and schedules probable dates for interviews or other preliminary steps. Interview management including pre-screening questionnaires, FAQ documents and resource allocation are managed with a great deal of automation. Post-interview, desirable candidates are again informed about their status and provided with next steps leading towards an offer.

Automated applicant tracking helps both the employer and jobseeker connect faster. Sophisticated search and aggregated business intelligence data speeds up assessment and considerably reduces turnaround time. This helps candidates know quickly if they are actually being considered for the job. An automated system also flattens the playing field for all applicants. The software makes decisions purely on the merits of the resume. While resume data is not the only criterion, it provides an important foundation for keeping the process quantifiable and ethical. This systemic transparency eliminates some of the “who you know” aspects of landing a job.  Storage and retrieval of applicant information is also important. This information has a shelf life and can be expensive to obtain anew for every company opening. The ability of the system to identify previously suitable candidates at a later date is invaluable.

As companies become more competitive over resources, the use of applicant tracking software has become a business necessity. There are many Enterprise, SaaS (Software as a Service) and open-source software applications on the market differentiated by company size, feature variation, and level of customization. As companies continue to realize that their human capital is more precious than any other, the care and administration of new hires will continue to evolve resulting in better choices and better long-term employee relationships.


Hiring a top tier corporate recruiter July 28, 2010

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In today’s business environment, hiring a talented recruiter can be an invaluable asset to any company.  An adept recruiter will be able to put a business one step ahead of its competitors by bringing in the absolute best hires available.   One question that comes up over and over when companies are seeking a talented recruiter is: what makes a good recruiter?

Many companies have the outlook of hiring a recruiter purely based on past experience as opposed to the individual’s talent potential. A potentially talented recruiter can be taught the ropes and become successful in a matter of months.  Although experience is always important, picking out a top recruiter will take more than looking at somebody’s resume.  As with any job or position, there are certain traits that can be associated with success in the corporate recruiting profession.

Using a series of tests conducted by a corporate psychologist, the specific character traits that best serve a recruiter have been fleshed out.  The testing involved both qualitative and quantitative evaluation of candidates, utilizing a series of scripts and conversations.  The environment that a recruiter needs to perform in was also taken into account with the testing – a workplace that requires an eye for technical details, a mind to keep up the rapid pace and a stamina for a high-volume work load.

From the testing came four primary traits that should be inherent to a potential recruiter:  Focus, Adaptability, Confidence and Empathy.

Focus: A great recruiter needs to be able to keep their eye on the end goal while processing a great amount of information.  A recruiter will be collaborating with various individuals throughout the hiring process and getting distracted can come with the territory.  The best recruiters will be able to hone in on the final goal of making the best hire.

Adaptability: Things don’t always go as expected in the recruiting world.  A top tier candidate may fall through due to an unexpected reason.  A talented recruiter should be able to adapt (roll with the punches) and make the best of any situation.  Adaptability also equates to an individual’s ability to accustom themselves to any established in-house systems, such as applicant tracking software.

Confidence: A great recruiter must have the self-confidence to start producing for a company right away.  Starting out timid and ‘testing the waters’ won’t help a company break into an incredibly competitive hiring market.  A recruiter should latch their teeth onto a candidate and not let go until the job is done.

Empathy: Empathy is one of the most overlooked traits that should come naturally to any good recruiter. A recruiter should have the ability to empathize with their candidates on a number of levels, including evaluating their backgrounds, emotional responses and overall behavior.  A recruiter should be able to get inside a candidate’s head – realize where they are coming from and why they are in their current mindset.  In the end, this empathy will enable the recruiter to make a successful hire.

In today’s economy, finding a top tier recruiter should be a priority for any business.  As more jobs become available, finding the best talent out there will only become more difficult.  Only a recruiter, who has the ability to attract and hire top level talent, can put a company one step ahead of its competitors.

The ATS Purchasing Process May 4, 2010

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Hiring is critical to business success across all divisions and all industries. Well run companies consider human capital their primary asset. For years, applicant tracking software has been helping recruiting departments organize and optimize their hiring effort. As we emerge from the recession, hiring is coming back into style. If your company is looking to upgrade their recruiting program, new applicant tracking software is a great way to improve your process. Here are some tips to avoid any pitfalls during the buying process.

Getting Started

As with many purchasing decisions these days, the internet holds many of the answers. Get the ball rolling by searching for “recruiting software” on Google. Make sure you know which type of applicant tracking system you are in the market for. There are generally two types of ATS on the market; one for staffing firms and one for corporations. While recruiting software providers will make claims about servicing both sectors, it is always a good policy to know which system you need and making sure the provider offers a full service product for your needs. Once you know exactly what you are looking for, look at some of the vendors sites before making a decision to contact their sales departments. Make sure you only contact the companies that you are seriously considering. Sales people can be aggressive, so you will want to hand pick your contacts.

During the initial phases of your search, try to avoid social media as a direct influence on your decision. Many ATS companies employ full-time social media marketing teams to canvas sites like LinkedIn with false testimonials.

Know your needs

Once you have narrowed down your list of applicant tracking software vendors, take some time to determine the features that are most important to you. Put together a list of absolute must have functionality. Make sure you take into account your changing needs in the immediate future. Does your company require easy scalability and system expansion or do you often experience periods of downsizing that would require rolling back the number of users on the system? Don’t worry too much about fringe feature. While bells and whistles are nice, in reality you will get the most use out of a system’s core features. Once you have your personalized feature list, setup a demo and make the sales reps walk you through the functionality on your list. If the vendor has direct experience with recruiting, often times they will come up with implementations that server your needs and simplify the process more than you expected.

Once you have handpicked a vendor, take time to kick the tires. Most ATS providers offer a free trial period. If they don’t, then think twice about using them. During the trial get the most out of the test period; load the system with real information and actually work a few recruiting jobs with your key employees. The more actual experience you get with the software, the better equipped you will be when it comes time to deciding on moving beyond the free trial.

Major Considerations When Making Your Choice


Does the system emphasize usability and will your key decision makers be willing to use the software for collaboration? More often than not, usability is significantly more important than other features. If your recruiters love it, but your hiring managers can’t get over the learning curve then any potential efficiency gains are already out the window.

Short-term or Long-term

One of the major mistakes that companies make when purchasing applicant tracking software is to consider the product a short-term solution. Maybe there has been some heat from the upper management and the recruiting/HR departments want to show they are solving the problem by buying software. This short-term outlook generally leads to underutilization and long-term failure. If you are going to purchase software to help streamline your hiring process, look at the situation as an opportunity to increase efficiency across decision makers and ultimately hire better people for your company. A long-term outlook will have a more successful outcome. Take your time, get everyone on board and use the system.

Customization or Best Practices

The era of highly customizable software may be walking out the door. Solutions that incorporate best practice approaches handcrafted by providers that have direct experience in the recruiting industry are more likely to decrease your learning curve and better serve your needs. With the best practice approached the vendor is able to streamline the product over multiple use cases. This feedback provides significantly better efficiency gains than multiple one-off products that don’t directly relate to each other.

What’s the deal?

When money is tight, contract negotiation tends to lean the customer’s way. The recession effectively reshaped many applicant tracking vendor’s pricing modules to become more customer centric. Many recruiting software companies have created extremely low risk pricing models to help attract businesses away from vendors stuck selling their systems under per-user licensing structures. When striking a deal to purchase applicant tracking software, be aware of what is out there. Always be willing to negotiate. If they want your business, they will be open to different arrangements on support, training and implementation. Remember that complicated pricing structures are generally setup to take more of your money every time you need something. Watch out for vendors that bump your pricing each time you add a new user. Long-term contracts are also becoming a thing of the past. Simple, month to month pricing structures are inherently more honest. If you don’t like a product and you are under a month to month structure then it is easy to leave. Basically, trust the things that seem the most trustworthy when it comes time to purchase.

The more you know about the applicant tracking market, the more likely you will be to avoid buyer’s remorse. Despite the pitfalls, a well designed applicant tracking system is likely to improve your recruiting process and decrease your cost per hire. The long-term advantages of an uptick in your recruiting funnel are almost guaranteed to pay themselves off. Think of it as a means to more effectively target the best candidates for your key positions. Remember it is all about the human capital.

Simple Software February 11, 2010

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The simple software revolution is here.  That doesn’t mean that software technology isn’t getting better – it simply means that it is becoming more efficient.   Today’s software is developed to fix a problem within a specific niche, from hiring and sales to online payment solutions.  For today’s cutting edge software, bells and whistles are going out the window.  Useless features that are simply there to increase the cost of a product and make it seem a bit more glitzy are no longer fashionable (why were they ever fashionable?).  Today, businesses and consumers want software that makes their lives easier.

Google is one huge advocate of software products like these.  Although Google Documents doesn’t have all of the features that MS Word has, it is designed to make collaboration and sharing ideas far simpler.  Although Gmail doesn’t have all of the features of MS Outlook, it also makes our lives easier with the right features to make collaboration a breeze.  As you can see, collaborative features are a central theme to making software simpler.

Why is collaboration necessary with software products?  Any business user knows that the end goal of compiling any sort of data is to share that information with the rest of the team and utilize it to accomplish a designated task.  If that compiled data sits in a database with no extra eyes on it, it becomes useless.  Collaboration means enabling the maximum number of eyes to view this data, take from it and do a better job because of it.

Not only are collaborative features integral to simple software, but analytics features are just as important.   Once a team has entered data day in and day out for a designated amount of time, they need to stop and look at the numbers.  Any business that walks blindly in one direction without analyzing where they are going is bound to fail.   Software analytics allows a business to evolve to the current circumstances and move forward toward a new goal.

One example of a sector that is making great use of simpler software is the world of corporate recruiting.   This is an industry where collaboration is king- in order to be the best in acquiring new talent communication between hiring managers and recruiters is integral. Today’s applicant tracking software lives and dies based on the solution’s collaboration and analytics features.   A company needs a software package that simply gets the job done, without a bunch of fluff in between.

In conclusion:  Simpler is better.  Collaboration is King.  And Analytics lets us learn from out history.  All these phrases sum up cutting edge software that makes our lives easier.

Ensure OFCCP Compliance with Modern Applicant Tracking Software January 29, 2010

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For the past four years the Office of Federal Contract Compliance Programs (OFCCP) has been strictly enforcing a new ruling.  This breakthrough regulation details the collection, storage and reporting of Equal Employment Opportunity (EEO) data for online job applicants.  The ruling also defines what internet applicants are, creates the essential qualifications and establishes record keeping requirements for Equal Opportunity compliance.

Even though OFCCP regulations are targeted at businesses that have federal contracts, it still remains the responsibility of every company to weed out any possible cases of discrimination during the job application process.  Most businesses think it is enough to simply consult an attorney, however in today’s world of online applications each job applicant can potentially apply to hundreds of jobs, making the reporting side of things a whole new issue to deal with.  Although a spreadsheet could possibly be used to track this compliance information, drawing any useful conclusions or maintaining a standard becomes nearly impossible.

A business should get ahead of the game and ensure that it remains compliant to all government equal opportunity regulations.  This can be done by using modern software that stores, tracks and analyzes large volumes of applicant data as it comes in. Applicant Tracking software like this works by prompting applicants to enter EEO data as well as logging why an applicant was not hired.

Many modern recruiting and applicant tracking software vendors create their solutions with EEOC / OFCCP compliance features that can do all this and more.  So the questions is, as a company looking to modernize its approach towards equal opportunity compliance, how do you know what to look for in a software vendor?  I’d like to create a short list of traits that make a good compliance software solution:

  • A feature via a branded careers page that prompts applicants to enter voluntary EEO information during the application process.
  • A feature that automatically fills in the “reasons for non-selection’ field for every potential hire.  This is an integral feature because OFCCP regulations requires that employers know the ‘reasons for non-selection’ data for every potential applicant when filing time comes around.  Make sure this process is streamlined, and doesn’t require a ton of extra steps for the data to get where it needs to be.
  • A feature that poses a minimum qualification question for every position to be filled.  This saves a company a ton of resources because knowing which candidates are qualified means fewer applicants need to be processed.  A modern recruiting system will log each job applicant’s minimum qualification answers along with their history and enable you to remove unqualified candidates  from your applicant flow logs automatically.
  • A feature that automatically creates applicant flow logs and exports them to the necessary OFCCP filing format.  Regulations require that every federal contractor create applicant flow logs that track all the necessary information (name, position, race, sex, reason for non-selection, etc.).
  • A feature that creates hire / offer logs instantly that exports to the necessary filing format.
  • A feature that allows you to view an overview of your EEO statistics online.  A modern system of monitoring these statistics can prevent an expensive lawsuit ahead of time.  Ease of access (online) is key, because it will create a statistics suite that is used regularly.

The risk of facing a discrimination lawsuit far outweighs the cost of purchasing an applicant tracking package that includes EEO/OFCCP compliance features such as these.  Most solutions only cost a few hundred dollars per month.  Any company that is heading into a modern era of hiring should take the due diligence to responsibly and efficiently track job applicants with the associated Equal Employment Opportunity data.