If your organization, like more and more employers, is using the Internet to view résumés and court potential applicants, you should be aware of a looming risk. The same is true if you limit your campus recruiting to the top-10 schools or your CEO’s alma mater.
Unless you take great care to document how you use Internet and university job sites, you may find yourself spending quality time with an EEOC auditor.
Here’s why: The commission recently said it wants to eliminate “systemic discrimination” in the hiring process. That means the EEOC will be looking at more than just the applications a company receives and from which it chooses new employees. Instead, the EEOC wants to know more about a larger pool than just applicants—it wants to look at potential applicants who may or may not learn about your openings.
That’s where Internet and campus recruiting comes in. If you do all your hiring through Internet job sites, you may never hear about potential candidates who don’t have Internet access or can’t easily use the Internet (i.e., those from lower socioeconomic groups or the disabled). And if you don’t visit community colleges or historically black universities, you are missing out on a more diverse candidate pool.
The best approach is to review your recruiting practices and determine whether you are reaching out to a broad pool of qualified candidates. Never rely on one or two recruiting techniques. Be prepared to:
- Show what campuses you recruited from and their student body demographics. For example, did you recruit at state-funded colleges or just private, exclusive ones? Did you interview candidates of both sexes, all ages, of varied national origin and race, etc?
- Track how many resumes you viewed or received from Internet job sites. Use only sites that can assure you that they are ADA-compliant—i.e., that disabled candidates can use them.
Your own web site should also be ADA-compliant, of course. For information on making your organization’s site accessible to disabled applicants, see HR Specialist’s article Does your Web site discriminate against the disabled?