No subject

only applicants that I have included in the applicant tracking for the AAP
are those that applied for positions that were advertised.  All of our ads
included "Equal Opportunity Employer  Male/Female/Veteran/Disabled".  Once
an applicant was scheduled for an interview, an application and EEO
Information Form was mailed to him/her.  This also ensured that a signed
application was on file.  For those resumes that I did not have gender or
race identified, they were tracked on a separate spreadsheet.  I did not
solicit this information unless the applicant was considered a viable
candidate.

I attended a Personnel Law Update seminar yesterday and found some
interesting information regarding on-line applicants in their materials. It
follows:

On April 14, 1999, Joe Kennedy, of DOL's Office of Federal Contract
Compliance Programs, told an audience that federal contracts are required to
obtain information on the race and gender of their on-line applicant pool.*
Kennedy stated that changes in technology did not affect employer
requirements and that employers should demand such information from their
electronic database providers.  It is important to note, however, that DOL
has never formally defined the term applicant in its regulations.

Some practitioners, however, have advised employers they are not required to
obtain or provide information on individuals who are not minimally qualified
for an open position.  Under this approach, employers tailor their applicant
database to open positions, thereby eliminating unsolicited e-mail
applications and resumes unless the individual is minimally qualified for an
available position.  Thus, only those who pass a preliminary screening would
become part of the applicant pool for purposes of OFCCP data collection.

* Daily Labor Report, April 16, 1999

Hope this helps!

Shari Deleo
Human Resources Generalist
City of Cedar Rapids

> -----Original Message-----
> From:	Barb Baedke [SMTP:baedkeb3073 at uni.edu]
> Sent:	Friday, June 16, 2000 7:25 PM
> To:	iashrm at mallorn.com
> Subject:	[IASHRM] Affirmative Action Applicant Tracking
> 
> We are looking to re-vamp our applicant tracking process.
> 
> The challenge comes with the fact that a good majority of our applicants
> contact our company as a result of web-based ads.  For those applicants
> that
> are considered to be qualified, is it a best practice to send out a formal
> company application with a voluntary form requesting affirmative action
> information - race, sex, handicapped, veteran status etc?  Is it worth
> company time and money to do this?  Is there a more efficient method?
> 
> Anyone willing to share some advice, experience, or known best
> practices???
> 
> Regards,
> 
> Barb Baedke
> baedkeb3073 at uni.edu
> 
> 
> 
> 
> _______________________________________________
> TO INITIATE DISCUSSION OR RESPOND TO ANY IASHRM LIST POSTING, SIMPLY
> E-MAIL YOUR MESSAGE TO: IASHRM maillist  -  IASHRM at mallorn.com
> TO LEARN MORE ABOUT THE LIST AND THE ADVANCED SERVICES WE OFFER, VISIT:
> https://secure.mallorn.com/mailman/listinfo/iashrm