Last week I had the opportunity to present at the 14th annual compliance conference in Phoenix. The event was organized by the Arizona Affirmative Action Association and attended by a large number of compliance managers and recruiting specialists from various organizations in the area. Compliance Officers from the OFCCP district, including the district director, presented during the conference covering a broad range of issues such as OFCCP priorities, review of the regulations, case studies, best practices and more. Sitting through the various presentations, it was clear that OFCCP is serious about implementing its priorities which include, but not limited to, championing diversity and inclusion in recruiting, and implementing the regulations around VEVRAA/JVA, Construction Contractors AA, Compensation Data Collection, Sex Discrimination, and the development of tools for the proper implementation of Section 503.

For those who are in charge of talent acquisition, the takeaway is straightforward. Recruiting managers must ensure that not only the job vacancy announcements are reaching the state employment agencies, but also that employers are being able to reach and bring in large number of qualified applicants (for open positions) representing the minorities, veterans, women and people with disabilities. It is also clear the not only does this require a systematic approach to online recruiting, but it is also very expensive and time consuming. Average cost of posting a job opening and broadcasting them to each of the job seeker communities can easily be over $1000. The case for using a third party vendor such as America’s Job Exchange is now more compelling than ever.

The completeness of solution and cost efficiencies are probably the most compelling reasons to tap into the capabilities of the third party providers. I came out convinced that the mission of our work at America’s Job Exchange is not only a noble cause, but also of tremendous value to the companies as they ramp up their diversity hiring programs.

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