Government Rules Affecting Internet Applications to Federal Contractors - dummies

Government Rules Affecting Internet Applications to Federal Contractors

If you’re sending a resume to a federal contractor, know that federal contractors are subject to some strict rules regarding resumes and job applicants. The OFCCP is the agency established to track the diversity hiring record of those applying for positions with federal contractors.

The rationale for the government’s interest in employment practices is that federal tax dollars should not support discrimination in the workplace. The agency’s new guidelines are intended to encourage hiring fairness toward those who work for federal contractors. Accurate record keeping is required for gender, race, and ethnicity.

Defining an Internet applicant

Policy makers insist that the government must know who is and who isn’t an Internet applicant to measure hiring fairness when dealing with the otherwise unmanageable hoards of online resumes. Gain competitive advantage by bearing in mind the official criteria for your being validated as an Internet applicant:

  • You express your interest for a particular position.

  • The employer considers you for employment in a particular position.

  • You have the basic qualifications for the particular position.

  • Prior to receiving a job offer for the particular position, you don’t drop out of consideration for the job — by taking other employment, for example, or saying you’re no longer interested in the particular position.

Even if you mail, fax, or hand deliver your resume to someone at a friend’s barbeque and never send it online, you still may be classified as an Internet applicant if the contractor accepts some applications for a specific position via the Internet; all applicants for that position must now be considered Internet applicants, according to the rules.

Although there are enough federal contractor jobs to justify your paying attention to the OFCCP guidelines, the new rules appear to be spreading into job search quarters across America, starting at the largest companies. Also, the buzz among recruiting-industry insiders is that the EEOC will soon extend similar, if not identical, guidelines to all U.S. companies with more than 50 employees.