The following post was authored by DirectEmployers partner, iCIMS–a supplier of leading software solutions and tools that work to unify all aspects of talent acquisition.
As the world becomes more globalized and diverse, organizations must ensure that all job seekers, regardless of their unique characteristics—such as age, gender, ethnic background, sexual orientation, disability, or marital status—receive an equal opportunity for employment. A well-developed affirmative action plan offers employers the advantage of merging candidates with unique skill sets and backgrounds, to promote a workforce with increased creativity, innovative business processes, and a more positive and accepting culture. Though only federal contractors are officially required to implement affirmative action solutions and comply with the Office of Federal Contract Compliance Programs (OFCCP), integrating this proactive practice into your hiring process establishes full compliance and streamlined data to ensure your organization remains ahead of today’s modern, diversified job landscape.
Introducing Diversity to Recruitment Marketing Practices
Not only does being equipped with a solution for affirmative action ensure that organizations are prepared in the event of an audit, but beyond necessity, there are many additional benefits to implementing an affirmative action hiring solution to attract quality talent. Fostering a workplace environment that is free of stigma establishes an inclusive company culture that appeals to a variety of job seekers. The emphasis on highlighting company culture through employment branding in the current job market is indicative of the times. Given the tightening labor market, job seekers have assumed more power of choice in their careers, with 76 percent of millennials reporting high satisfaction when there is a creative working culture, and 36 percent specifically seeking out organizations with a strong commitment to equality. It has become essential for employers to showcase the image of a diverse and progressive workplace as a meaningful recruitment marketing tool to build up diverse talent pools and secure top-tier talent.
Unleash the Benefits of Teaming Up with Your ATS
As talent acquisition becomes more challenging and complex, diligent reporting requirements are obligating employers to seek out specialized recruiting software that is compliant with the OFCCP regulatory environment. The OFCCP calls for detailed documentation of all job postings and the method in which they were distributed in the event of an audit. By optimizing the information that is already provided by an applicant tracking system (ATS), through an integration with your compliance solution, robust reporting capabilities ensure data is streamlined and readily available. With the ability to generate custom reports, recruiters can review existing employee and candidate information at any time to identify where employment groups are being underrepresented in the organization, and proactively address any gaps. Simply put, this is just good business practice. Implementing a joint initiative between an affirmative action solution and your recruiting software saves your recruiters valuable time and resources to solidify your commitment to equal employment opportunities, while increasing the likelihood of attracting quality, diversified talent to remain at the forefront of globalization.
To learn more about broadening your recruitment approach to include a more diverse candidate base, check out “Does Your Talent Acquisition Strategy Include Jobs For Veterans?.”
