What Federal Contractors Need to Know About Recruiting and Applicant Tracking Systems Webinar training seminars presented by Online Compliance Panel register now on FindaSeminar.com

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What Federal Contractors Need to Know About Recruiting and Applicant Tracking Systems Webinar  

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Online Compliance Panel   

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All federal contractors and subcontractors, Affirmative Action Compliance Officers, Diversity Officers, Human Resources Practitioners, EEO Officers, Senior Managers, Recruiters

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Seminar Summary:

Are you a federal contractor? Do you use an Applicant Tracking System to monitor and facilitate your compliance with Affirmative Action requirements? But an Applicant Tracking System (ATS) by itself does not guarantee that you will fly below the OFCCP's radar. You might still encounter problems during an audit, potentially incurring significant fines and penalties or even face the risk of debarment. It doesn't have to be that way, though. In this webinar you will learn what your applicant tracking responsibilities are and what you should make sure your ATS will do for you, so you can ensure your company's compliance with its affirmative action obligations. (see full course description)

 

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Training Course Syllabus:


What Federal Contractors Need to Know About Recruiting and Applicant Tracking Systems Webinar

Objectives of the Presentation


Why do you need an ATS?
What is an Internet Applicant?
Defining the Position, Defining the Recruiting Process
Applicant Data Tracking and Data Management:
Referral tracking
Job listings, ads, postings
Applicant Logs
Self-Identification
Sample Accommodation Language
Website Accessibility
Disposition Codes
And more!

Why Should you Attend


A modern recruiting strategy must be powered by a systematic process that is easy to navigate for the applicant, straightforward for the recruiter to manage, and ensures the company maintains compliance, especially if it is a federal contractor. The Affirmative Action regulations´ and OFCCP define an "applicant", or more specifically, an Internet Applicant, under the Internet Applicant Rule which comes with significant recordkeeping requirements. If you are a federal (sub-) contractor, it therefore warrants your full attention.

Suppose you, choose to use software to track individual applicants, resumes and other phases of pre-employment screening, aka an Applicant Tracking System (ATS). You could still encounter problems during OFCCP audits, though. Fines and penalties can be in the tens of thousands of dollars. You could even be debarred from working with the federal government. Join the EmpLAWyerologist firm founder Janette Levey Frisch, Esq for this informative webinar on what´s causing these problems, and what can you do to ensure your practices and your ATS withstand OFCCP scrutiny?

Who will Benefit

All federal contractors and subcontractors, Affirmative Action Compliance Officers, Diversity Officers, Human Resources Practitioners, EEO Officers, Senior Managers, Recruiters, Talent Acquisition, Topic Background. Effective recruiting is important for any business. But recruiting is even more essential for federal contractors, whose ability to find and hire the right candidate directly affects the company's ability to win contracts and earn revenue. If that weren't enough pressure, the U.S. Department of Labor's (DOL) Office of Federal Contract Compliance Programs (OFCCP) imposes significant parameters on recruiting to help ensure that contractor hiring practices are fair and non-discriminatory. Yet those recruiting requirements can be confusing and difficult to apply in practice.

Seminar Summary:

Are you a federal contractor? Do you use an Applicant Tracking System to monitor and facilitate your compliance with Affirmative Action requirements? But an Applicant Tracking System (ATS) by itself does not guarantee that you will fly below the OFCCP's radar. You might still encounter problems during an audit, potentially incurring significant fines and penalties or even face the risk of debarment. It doesn't have to be that way, though. In this webinar you will learn what your applicant tracking responsibilities are and what you should make sure your ATS will do for you, so you can ensure your company's compliance with its affirmative action obligations. (see full course description)

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