It can be hard for long-time employees in the tech world to admit that they like paper. Paperback books undeniably can be more thrilling than e-books, and track changes have nothing on a cup of coffee, a red pen, and an unedited document. Paper has been a tried and true method of communication for hundreds of years, and for some things, an iPad just isn’t the same.
Out With the Paper, In With Digital
The hard copy has gotten a bad rap as the ascendance of word-processors and mobile technology have become bent on ushering us towards digital. Many companies lament the stacks and filing cabinets that define their applicant tracking and audit trails, and many good points are being made in those conversations. Paper gets lost. It has memory only as long as where it was last placed, and never has a sheet of paper cleared its throat telling you what errors exist on its surface. The limitations of paper in an era of ubiquitous technology are glaring. Many businesses are worried as they look toward Affirmative Action plans and HR compliance rules that will require them to track additional information about candidates and employees.@ClearCompany has 3 tips for your organization when it comes to following #OFCCP Compliance Regulations. Read more:
Specifically, OFCCP compliance regulations present challenges to federal contractors. Contractors must update their applicant documentation to solicit information about disability and veteran status. Add to that the fact that employees will be resurveyed every five years, and you're looking at a lot more paper, a lot more data, and possibly more long nights huddled over excel sheets with too many columns and not enough answers.
What will help you stay up to date on OFCCP compliance regulations? Here are 3 tips we've discussed with many clients as they prepare for a paperless HR department:
Make visible goals
Big transitions that involve many hands and several moving pieces are best managed through goal setting. Big goals tend to make themselves obvious, but the smaller tasks needed to reach those goals can easily be missed. Collectively identifying where you need to go, and making that information readily accessible, will ensure all of the individual goals across your team align to the desired endpoint.The limitations of paper in an era of ubiquitous technology are glaring. @ClearCompany has 3 tips for transitioning from paper to a digital platform when it comes to #OFCCP compliance:
Talk to your vendors
There can be several touchpoints between you and your candidates, and OFCCP compliance will be the responsibility of every member of that group. Your applicant tracking and onboarding vendor should be aware and making the necessary changes to their paperless HR system, but be sure to ask!
Know how the rules affect your workflow
There are several resources online helping to help you follow OFCCP compliance regulations which explain what you need to ask and when and how it should be asked. Matching that information with the affected milestones in your process will make swift work of updating the appropriate documentation and reporting. Workflow documents matching stages and their accompanying documentation have been noted as being great visual aids for these transitions.
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