Compliance standards require regular monitoring by construction companies, and any manager in the industry is familiar with the levels of compliance laid out by the United States Department of Labor. That compliance includes everything from meeting occupational health and safety standards to protecting the rights of specialized construction employees such as communication tower workers, to scheduling regular inspections.
Compliance presents a unique challenge for recruiters working in the construction industry, namely because the industry-specific measures mentioned above must be paired with another set of national standards.
The Office of Federal Contract Compliance Programs (OFCCP) is the federal office that tracks a company’s Affirmative Action Plan (AAP) — basically ensuring your company is recruiting and hiring a diverse pool of candidates. The AAP is about ending discrimination in the workforce, and ensuring race, gender, and veteran status do not affect the employability of a candidate.
Hiring a more diverse workforce isn’t just good for meeting compliance. Research done by the Center for American Progress shows that companies who are mindful of diversity have a more qualified workforce and better employee retention. Both are key in the competitive construction industry where two-thirds of contractors report having a hard time finding skilled employees.
The AAP goes beyond the hiring process. It also requires companies to keep copies of collective bargaining agreements that detail employment policies, letters sent to suppliers that include mention of AAP obligations, and copies of employment contracts that include equal opportunity language.
The OFCCP is able to conduct periodic reviews to ensure compliance, and hefty fines can be served if a company doesn’t meet standards.
The Solution to Compliance
With regular policy changes and a lot of workplace documentation to track, 75% of companies are opting to use an Applicant Tracking System (ATS). The right ATS not only helps your company find the best candidate for a job, but also simplifies the process of staying compliant with federal standards.
The BirdDogHR Recruitment and Applicant Tracking System (ATS) is a cloud-based solution that considers compliance impact at every step of the way.
Being more inclusive in your hiring is primarily about simplifying the way online applicants respond to job ads. Posting job advertisments is something your construction company should be doing a lot of — it is, after all, required by law for all positions lasting longer than three days.
When ready to post your ad, the BirdDogHR ATS integrates with your existing website, creating a career page that candidates can search by keyword and location. Once that job ad is uploaded to the system, it’s sent to more than 350 free job boards and social sharing sites including LinkedIn and Twitter. Expanding the scope of where applicants can see your job ad will mean you’re able to attract candidates with more diverse backgrounds and demographics.
Once an applicant applies, the ATS determines which candidates are eligible given their responses to screening questions, and creates a diverse pool of candidates that can be assessed under the AAP. It also issues a self-ID questionnaire that all candidates have the option to complete. This questionnaire allows applicants to indicate whether they are a person of minority, veteran or individual with a disability, though candidates are not required to complete it. Including this questionnaire in the hiring process protects your company from possible diversity complaints being issued down the road.
After a job ad closes, the BirdDogHR ATS creates a series of compliance reports including Source Analytics and VEVRAA/Section 503 reporting that supports national standards. It is valuable to have these reports on file in occasion of future compliance audits.
Get started today on updating your recruitment strategy, finding better candidates and, most importantly, staying compliant.