Affirmative Action Plan - Tracking Applicants

HRDB · November 2003

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"We have an Affirmative Action Plan and are interested in hearing about how you define "Applicant". Also, how do you track applicants that apply on line via company website? walk-in's? We don't hand out applications; we accept resumes only. Do you have as part of the online application process, a voluntary self id screen to be completed? How about for walk ins?

ray a · November 2003

We define applicant as anyone who submits either a resume or company application for employment. Two catagories, solicited and unsolicited. Solicited are in response to a job posting or hire requisition or if when a person is interviewed they automatically become solicited. Unsolicited are the resumes and applications submitted for which there are no requirements and are just automatically filed for future reference. All electronically submitted resumes are printed and filed with other hard copies.

cthr · November 2003

We define an applicant as someone who applys for an open position that we are actively recruiting for. If they are a walk in and fill out an application or if we interview them, they are required to fill out an application, there is a voluntary form that asks them to self identify. IF they send a resume and we don't interview them, we make a best guess.

Just out of curiosity, why do you only accept resumes? They are not a legal document and don't give you all the information that an application would.

HRDB · November 2003

Primarily because of cost and volume. We are located in a central community where we have a high volume of walkins. A majority of the applicants are for lower level positions. Based on past practice, applicants would come in a fill out applications on a regular basis.

Larry · November 2003

I need to develop an AAP. Could I get a sanatized copy of yours???
Thanks
Larry W. Cole
HR Manager
Applied Fiber Telecommunications
251 Walnut Avenue
Leesburg, Ga. 31763
Fax: 229-759-8333

vmiller MO · November 2003

One would think that this is an easy questions. However, it is not and if fraught with problems.

The Uniform Guidelines on Employee Selection Procedures states:

"The precise definition of the term 'applicant' depends upon the user's recruitment and selection procedures. The concept of an applicant is that of a person who has indicated in being considered for hiring, promotion, or other employment opportunities. This interest may be expressed orally, depending on the employer's pratice."

The current OFCCP definition for an applicant is:
1. The individual is minimmally qualified for the job;
2. The individual applied for the opening(s) in question; and
3. The employer considered (or should have reasonably considered) the candidate.

The EEOC in its E.O Survey maintains that a person is an applicant if the person expresses an interest in an available position.

Of course there are consequences as to which definition of applicant applies. From the OFCCP's perspective, contractors and subcontractors have to gather and record the race, sex and ethnic data on all applicants for hire, promotion, and termination.(How you can be an applicant for termination is beyond me).

As you can see, this area is getting to be very complex. What you really need is legal advice and I suggest that you consult with your attorneys.

Good look.
Vance Miller
Editor, Missouri Employment Law Letter
Armstrong Teasdale LLP
(314) 621-5070
[email]vmiller@armstrongteasdale.com[/email]

Affirmative Action Plan - Tracking Applicants

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