two minority women working at an office computer-affirmative-action-consultingAs a federal contractor, when recruiting, you have the obligation to comply with specific requirements. The following recruitment activities could be implemented to facilitate appropriate representation of minorities and women at all levels of the contractor’s workforce and to remove barriers to the employment of minorities and women.Recruiting for Women and Minorities:

  • Job posting taglines and language to use on the career page of your website stating that you are an Equal Employment Opportunity/Affirmative Action employer should contain a statement similar to:

“Company name” is an EEO/AA/Disability/Vets Employer

  • A copy of all job postings should be kept on file. In the event of an audit, the OFCCP would request documentation demonstrating that this phrase is stated on your job postings and may confirm that the employment page of your website also includes similar language.
  • Include minorities, non-minorities, men, women, veterans, and individuals with disabilities when groups of employees are pictured in advertising, recruitment brochures, or similar publications.
  • Place help-wanted advertising, if used, in media which reach communities with representation of minorities, females, veterans, and individuals with disabilities.
  • Disseminate information on job opportunities and the contractor’s affirmative action objectives to organizations representing minorities, females, veterans, and individuals with disabilities.
  • Send minorities, females, protected veterans, and individuals with disabilities to participate in jobs fairs and related activities.
  • List openings with the appropriate state employment agency.

If your company needs additional resources or assistance in assessing outreach efforts, contact us at Career Resources at info@crincorporated.com.