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At the Atlanta Happy Hour last week, someone asked an interesting question that I thought i would throw out here. Do corporate recruiters care more about OFCCP compliance than TPR's? If so, why?
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OFCCP doesn't care how and where you keep your data, all they care about is your documented process and the data to match with your process to meet their regulatory guidelines. OFCCP compliance people will not even know anything about ATS, however they will be able to tell you what data to keep and how to classify the candidates. Almost all the data they receive is still in hardcopy format. Just fyi, we have a webinar on this topic on our website if you are interested in learning the guidelines in laymen's terms. Obviously it will require you to fill out a form but it might be worth it. http://www.berkshireassociates.com/infocenter/webinars.aspx
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Madeline, I am not a recruiter but understand it from the OFCCP compliance point of view; in OFCCP's eye corporations are responsible and liable for the compliance or non-compliance of the regulations. They don't care who did your hiring, in the end it's the corporation that is liable if they find that there is a discrimination or the applicant data is not managed by the corporation. In case of a discrimination ruling, corporation not only pay big buks but it's the reputation that takes much longer to recover from. Not necessarily a good practice but TPRs are not affected beyond losing one business and hardly ever mentioned anywhere in the media or on public forums.
So the fear of risk is what drives the "care".
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