Common Misconceptions

Common MisconceptionsOFCCP job listing requirements can be confusing and even daunting for both the contractor in search of compliance and the vendor chosen to accommodate some of those recruitment rules. But there are a myriad of third party vendors who are ready willing and able to provide the services necessary to aid in OFCCP compliance.

Here are a few tips that will help you when you partner with a third party vendor to accomplish your objective of finding the right hire as well as OFCCP Compliance.

When partnering with a third party vendor be sure to know what your needs actually are. Are you looking for community outreach, targeted minority hires, or establishing your company’s Good Faith Efforts (GFEs) as outlined by the OFCCP?

Establish a budget specifically for your GFEs and OFCCP compliance recruitment efforts. Once these simple guidelines are set, you can then begin the process of putting together and implementing your diversity and compliance recruitment strategy.

When looking for hires either because you need to, or for compliance and/or contractual reasons, if you think to use a diversity specialist you are on the right track to save money in the long run as well as taking the first step to fulfil those needs.

Now if you just narrow the scope of your search even more to a specifically targeted minority community through a third party vendor you can possibly — depending on whom you choose to work with — also show that your GFEs in the minority community are ongoing and sincere.

So what should you be weary of? Here are a few points to keep in mind:

  •   Make sure that your vendor has a track record and can show positive results within the specifically targeted minority community.
  •  Be aware of misleading claims by potential service providers such as “by using this single source all of your compliance needs will be met”
  •  Be aware that claims of OFCCP endorsement are completely false. The OFCCP (or any government agency) does not endorse any single vendor or compliance option. There are vendors who are recognized by the OFCCP as acceptable forms of minority recruitment, and GFEs for audit purposes.

About the Author

Mark Cohen has been working since 1995 to promote diversity and equality in the workplace through minority recruitment and community outreach. In his position as VP and Director of New Business Development at Equality Mark has become a recognized authority on minority recruitment and good faith compliance efforts. and its family of Diversity Recruitment Vehicles have been at the forefront of recruitment, compliance and minority community outreach. Since 1997 they have been advocates of promoting diversity in America’s workforce; bringing the vast and talented pools of African-AmericanHispanicveteran, and female workers to the companies that need them.