SELECT PERSPECTIVES BLOG

Has Your Organization Met the New OFCCP Requirements?

Posted by  Steven Jarrett, Ph.D.

OFCCP-complianceI recently attended a conference that included a large group of Human Resources professionals from organizations large and small to discuss pressing topics in HR and the field of I/O Psychology, in general. In this conference I participated in a forum on two new regulations from the OFCCP (The Office of Federal Contractor Compliance Programs), specifically, changes to Section 503 of the Rehabilitation Act of 1973, as amended and to the Vietnam Era Veterans’ Readjustment Assistance Act, as amended.

If you are not aware the premise of these changes is that organizations will now be required to track and report the percentage of disabled and veteran employees, aiming for a target utilization rate (roughly 7% for both). This includes providing the government data on their current workforce and tracking applicant and incumbent data from this point forward.


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Disability Mentoring Day at Select International

Posted by  Paul Glatzhofer

SELECTlogo_transparentFor the past three years Select International has participated in Disability Mentoring Day, which took place this year on Wednesday, October 15th. Select International is proud to have been involved in this program. This year we hosted 7 students from the Pine Richland, PA School District. The day consisted of several activities, including: an office tour, executive address from our CEO, and interviewing practice with mentors. 


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Are You Ready for the New OFCCP Compliance Regulations?

Posted by  Doug Wolf

On September 24, 2013, the Office of Federal Contract Compliance Programs (OFCCP) officially published its much anticipated (feared?) compliance regulations revising Section 503 of the Rehabilitation Act with respect to individuals with disabilities and revising Section 4212 of the Vietnam Era Veterans’ Readjustment Assistance Act (VEVRAA) with respect to protected veterans.  In a nutshell, the revised compliance rules establish new utilization standards for people with disabilities and hiring protocols for military veterans.  The revisions impose new (onerous?) self-identification and data collection requirements as well.  The new rules go into effect this month on March 24, 2014.  Are you ready?


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Questions (and Answers) About Adverse Impact - Part II

Posted by  Matthew O'Connell, Ph.D.

As promised, today's post will be Part II of my Questions & Answers About Adverse Impact.  In case you missed it on Tuesday, check out Part I here.  When we left off, I was addressing whether or not it's legal to use a test that has adverse impact.  So let's pick up from there:


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Questions (and Answers) About Adverse Impact - Part I

Posted by  Matthew O'Connell, Ph.D.

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A few weeks ago, Baldor Electric was ordered to pay a $2 million settlement for an OFCCP applicant screening discrimination case.  Investigators had determined that the company’s applicant screening process at its Fort Smith, Arkansas, facility had adverse impact on women and minorities.  So I thought it might be a good time to talk about the background of adverse impact, how to measure it, and how to make sure your hiring process is legally defensible.  But we don’t have to tackle it all at once – this is Part I, and you can read Part II right here.


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Healthcare Hiring and OFCCP Jurisdiction: Congress to the Rescue?

Posted by  Bryan Warren

In December of 2010, the Office of Federal Contract Compliance Programs (OFCCP) took the position that hospitals were subject to its jurisdiction as a result of contracts to provide care under TRICARE, the federal government’s healthcare program for active duty and retired military and their families.  See Directive 293 from OFCCP Director Patricia Shiu.


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When Free Pre-Employment Assessment Tests Become Expensive

Posted by  Matthew O'Connell, Ph.D.

124322561Companies use tests as part of their pre-employment selection process for a number of reasons. One of them is to efficiently screen a large number of candidates into a more manageable number. Another reason is to accurately and fairly identify individuals who are more likely to be successful on the job. The use of accurate tools in the selection process can significantly improve a company’s chances of selecting the right people.

Most studies that look at the return on investment (ROI) for improved selection processes show that the cost of more accurate screening tools is almost atrivial expense when compared to the return in terms of hiring better people who are less likely to turnover. For instance, if using a more accurate test would help you hire a salesperson who sold $100,000 more every year than another person, wouldn’t you be willing to spend $1,000 for that test? Put that way, the answer is obvious. The problem is the situation is never that simple, or at least it doesn’t seem that simple. There are two things working against us when we make decisions about comparing tests and selection systems.


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Client Study: General Electric Hiring Large Volumes with Application System and Pre-Employment Tests

Posted by  Brian Dishman

157384689In today’s economy, employers are experiencing many new challenges when it comes to high volume hiring. Depending on the geographic location of an organization’s facility, it’s fairly commonplace to see thousands of applicants apply for only a handful of open positions. General Electric recently received a surge of 6,000 applications for 480 jobs. Astoundingly, this occurred over the span of just 50 minutes.

General Electric was prepared for this type of situation and utilizes Select International’s automated application and assessment solutions. However, sifting through that many applications can be a daunting task for those without a structured process in place. Compiled from our experience with large volume start-ups and workforce expansions, below are 4 tips to ensure that you are prepared for an influx of applications:


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Healthcare Financial Pressures Make Successful Hiring Systems an Imperative, Not a Luxury

Posted by  Bryan Warren

Healthcare providers are already feeling the pressure of increasing costs and declining reimbursements.  We are seeking ways to do more with less.  Unlike other industries, though, in healthcare we can’t simply cut staff, cut costs and perhaps even skimp on quality to get by.  At the same time that our resources are being

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I have Adverse Impact. What do I do now?

Posted by  Amie Lawrence, Ph.D.

As discussed in the previous blog, having adverse impact against a protected group does not mean that your selection processes are “bad” or discriminatory. There are many factors that affect adverse impact, including the applicant pool, minimum standards, sample size and the formula that is used to determine if it exists.

The existence of adverse impact opens the door to potential legal challenges.  Two government agencies, the Equal Employment Opportunity Commission (EEOC) and the Office of Federal Contract Compliance Programs (OFCCP), act as the investigatory and enforcement agencies that examine unfair hiring practice allegations. The list below describes suggestions for ensuring that you have the information needed to


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