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

  • ID: 4278086
  • Webinar
  • 90 Minutes
  • Online Compliance Panel
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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'sradar 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'scompliance with its affirmative action obligations.

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?
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  • Janette Levey Frisch Janette Levey Frisch,
    Founder ,
    The EmpLAWyerologist Firm/Attorney

    Janette is an attorney with more than 20 years legal experience. Janette is the founder of The EmpLAWyerologist Firm. Janette works with employers on most employment law issues, acting as the Employer's Legal Wellness Professional - to ensure that employers are in the best position possible to avoid litigation, audits, employee relations problems, and the attendant, often exorbitant costs. Janette authors the firm's weekly blog and has written articles on many different employment law issues for many publications, including EEO Insight, Staffing Industry Review, @Law, and Chief Legal Officer.

    Janette has also spoken and trained on topics, such as Criminal Background Checks in the Hiring Process, Joint Employment, Severance Arrangements, Pre-Employment Screening among many, many others. Janette is licensed in New Jersey and New York. In addition, Janette serves as a Legal Wellness Professional to employers outside New Jersey and New York on almost all federal employment law issues, to enable employees to address workplace challenges before they escalate to litigation or costly audits. Janette is also a contributor to the recently released book, "Hiring Greatness: How to Recruit Your Dream Team and Crush the Competition", published by John Wiley and Sons, and authored by David E. Perry and Mark J. Haluska.

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  • All federal contractors and subcontractors
  • Affirmative Action Compliance Officers
  • Diversity Officers
  • Human Resources Practitioners
  • EEO Officers
  • Senior Managers
  • Recruiters
  • Talent Acquisition
Note: Product cover images may vary from those shown