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Here at Accolo, we don’t like to take ourselves too seriously, but when it comes to EEO compliance, we straighten up and stop joking around.
Disregarding EEOC/OFCCP regulations can be a huge determent to your company by tainting your corporate image and your bottom line. With an increase in internet applicants and the use and misuse of social network recruiting EEO compliance and reporting has become even more convoluted and important.
Not only will Accolo meet your recruiting needs with our Cloud Recruiting™ solution, we also leverage our platform to provide complete EEO compliance and reporting recognized by the EEOC, allowing you to sit back and relax!
The following are EEO regulations that pertain to the hiring process…
Application and Hiring
“It is illegal for an employer to discriminate against a job applicant, an employer may not base hiring decisions on stereotypes and assumptions, any test given to applicant must relate to the job and cannot exclude anyone based on race, religion, color, sex, national origin, age, disability, and genetic information.”
The EEO recognizes Accolo as having the industry’s most robust and defensible EEO compliant solution through our Cloud Recruiting™ platform.
Ever thought your company would face an audit because of a job ad you placed seeking candidates with over ten years of experience? Or perhaps advertising to “recent college graduates” for their innovative insight on the industry?
The EEO states “It is illegal for an employer to publish a job ad that shows preference for or discourages someone from applying for a job because of their race, religion, color, sex, national origin, age, disability, and genetic information.”
Although a “years of experience” requirement is commonly thought of as a performance indicator for new applicants, it may be in violation of the EEO. Accolo creates and develops each job description through our Cloud Recruiting™ platform to lure in perfect-fit candidates and meet your qualification specifications for each position.
The latest job openings have circulated through the office and you’re relying on the word-of-mouth of your employees to bring in your next super star employees. If all the new hires are the same demographic as your employees, you may be in violation of the EEO.
“It is illegal for an employer to recruit new employees I a way that discriminates them because of a certain race, religion, color, sex, national origin, age, disability, and genetic information.”
Referral networks can be the greatest recruiting resource when sourcing candidates; however these networks are not intended on replacing major job boards. Accolo adheres to EEO regulations by providing various methods of recruitment including; social networks, traditional as well as niche job boards and Accolo’s Career Network, that will attract the most qualified, perfect-fit applicants regardless of their race, religion, color, sex, national origin, age, disability, and genetic information.
Pre Employment Inquiries
Automated online screening is only the initial phase in the interview process. Eventually a personal interview is necessary to further evaluate the candidate. Unfortunately, this process enables discrepancies between information gathered and EEO compliance.
“Info obtained and requested through the pre-employment process should be limited to the essentials for determining if the person is qualified for the job.”
Accolo’s ‘Hiring Intelligence’ knowledgebase gives us the capability to hand crafts each online screening question along with phone interviews to ensure a customized recruiting process and one that meets EEO standards.