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Advanced Applicant Tracking Strategies for Government Contractors: Effective Tools To Avoid Claims of Discrimination

Find out how to properly track applicant data to avoid costly and damaging discrimination findings.Federal contractors and subcontractors are required to track applicant data for their affirmative action plans. However, even companies who properly track applicant data treat the process as a purely recordkeeping exercise. Failure to maintain proper and robust information regarding applicant disposition is the most common error employers can make which results in Office of Federal Contract Compliance Programs (OFCCP) findings of discrimination and awards of many thousands of dollars. This topic is designed to guide those persons responsible for applicant tracking on practical and effective strategies for the disposition of applicants as a tool for defending against claims of discrimination. We will also discuss recordkeeping steps critical to support effective applicant tracking.


Runtime: 88 minutes
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Over 30 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Overview and Background

  • Why Track Applicants?
  • Origin of Internet Applicant Rule
  • How Poor Applicant Tracking Can Subject Employers to Monetary Liability

Four Prongs of Internet Applicant Rule

  • Expressions of Interest
  • Consideration
  • Basic Qualifications
  • Removal From Consideration

Use of Prequalifying Questions

  • Potential Benefits of Prequalifying Questions
  • What Types of Questions Can/Should Be Asked
  • Required vs. Preferred Qualifications
  • Ranking Candidates

Strategic Use of Disposition Codes

  • Importance of Disposition Codes
  • Purpose of Disposition Codes the Who, What, Why and When
  • Examples of Poorly Designed Disposition Codes
  • Examples of Strategic Disposition Codes

Recordkeeping as a Critical Component of Effective Applicant Tracking

  • Types of Records Which Must Be Maintained
  • Creation of Additional Records to Assist in Tracking Efforts
  • Proper Maintenance of Records
  • Manager Engagement and Accountability

Analyzing Hiring Process for Adverse Impact

  • Identifying Initial Indicators of Adverse Impact
  • Refining Analysis by Job Classification
  • Conducting a Staged Adverse Impact Analysis
  • Using Disposition Information as Defense to Indicators of Adverse Impact
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Why Lorman?

Over 30 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

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OnDemand Webinar

This program format does NOT qualify, nor meet the National Standard for NASBA accreditation.

Audio & Reference Manual

This program format does NOT qualify, nor meet the National Standard for NASBA accreditation.

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More Program Information

Why Lorman?

Over 30 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Matthew J. Camardella

Matthew J. Camardella

Jackson Lewis P.C.

  • Principal in the Long Island, New York office of Jackson Lewis P.C.
  • Co-Chair of the Jackson Lewis Affirmative Action & OFCCP Defense Group
  • Practices almost exclusively in the area of federal government contractor compliance with affirmative action requirements
  • Conducts regular seminars and workshops on numerous topics related to affirmative action and OFCCP
  • Wrote several publications related to the areas of affirmative action and systemic discrimination
  • Serves as General Counsel to the American Association for Access Equity and Diversity (AAAED)
  • Graduate, with honors, Hofstra University School of Law
  • Can be contacted at 631-247-4639 or [email protected]
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Product ID: 397680
Published 2016
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