Advanced Applicant Tracking Strategies for Government Contractors
On Demand Webinar Credit HR Certification Institute, SHRM, CLE
September 30 at 1:00 - 2:30 pm EST
Find out how to properly track applicant data to avoid costly and damaging discrimination findings.
All employers should pay special attention to their recruiting and selection practices to avoid unnecessary litigation and scrutiny from federal agencies such as the Equal Employment Opportunity Commission or the Office of Federal Contract Compliance Programs. Employers with federal affirmative action obligations should ensure they are proactive and attend to recordkeeping obligations, especially those pertaining to recruiting and hiring. This topic will teach you about the pros and cons of an applicant tracking system (ATS) and practical tips on how to configure them to minimize risk. We will examine the application of the internet applicant rule and the importance of disposition codes for all employers. We also will spend time discussing hiring discrimination claims, how to try to avoid them, and recruiting and hiring best practices.
- You will be able to identify pros and cons of an applicant tracking system.
- You will be able to define and apply the internet applicant rule.
- You will be able to describe best practices for applying applicant disposition codes.
- You will be able to explain enforcement agencies focuses on hiring enforcement.
- Legal Landscape for Hiring Discrimination
- Federal Contractor and Subcontractor Considerations
- Enforcement Agencies Focus Areas
- Risks of Artificial Intelligence in Hiring
- Ban the Box, Tests/Assessment, and Other Considerations
- Pros and Cons of ATS
- Legal Considerations
- Other ATS Considerations
- How to Configure an ATS
- Data Management Techniques
- Practical Application of Internet Applicant Rule and Best Practices
- Disposition Code Best Practices
Who should attend?
This live webinar is designed for human resource managers, presidents, vice presidents, business owners and managers, recruiters, compliance officers, benefits professionals, and attorneys.
In Partnership With Lorman
- Shareholder in the Birmingham office of Ogletree, Deakins, Nash, Smoak & Stewart, P.C., and co-chairs the firm’s Affirmative Action/OFCCP Compliance Practice Group
- Devotes the majority of his practice to representing federal contractors and subcontractors in compliance evaluations and administrative enforcement actions triggered by the United States Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP)
- Routinely involved with investigating and resolving systemic discrimination issues stemming from statistical disparities in hiring and compensation
- Negotiates allegations of back pay liability and other sanctions imposed by OFCCP and has also litigated numerous employment-related claims before courts and administrative agencies
- An active member of the American Bar Association’s Section of Labor and Employment Law where he currently is the employer co-chair of the Section’s Marketing Committee
- Previously served a two-year term as a co-chair of the Section’s Leadership Development Program, co-chair of the Section’s Young Lawyer Outreach Committee, member of the Section’s Membership Committee, and as the Young Lawyers Division’s liaison to the Section of Labor and Employment Law
- Has written and spoken on many topics related to his areas of expertise
- Super Lawyer, employment and labor, 2013 to present; and Rising Star by Super Lawyers, 2011 to 2012, and has achieved the highest rating in the Martindale-Hubbell Law Directory
- J.D. degree, Cumberland School of Law at Samford University; B.A. degree, Birmingham-Southern College
Ogletree, Deakins, Nash, Smoak & Stewart, P.C.
- Associate in the Birmingham office of Ogletree, Deakins, Nash, Smoak & Stewart, P.C., and is a member of the firm’s Affirmative Action and OFCCP Compliance Practice Group
- Practice focuses on assisting federal contractors and subcontractors with affirmative action and U.S. government reporting obligations, as well as responding to compliance reviews brought by the Office of Federal Contract Compliance Programs (OFCCP) and the United States Department of Labor
- Regularly provides guidance and advice to clients on affirmative action planning, OFCCP jurisdictional matters, investigation and defense of systemic discrimination issues stemming from statistical disparities in hiring and compensation cases
- In addition, she helps employers comply with state and local affirmative action obligations; she leans on her litigation experience when recommending proactive and practical measures covered contractors can implement to ensure compliance with the affirmative action regulations
- Best Lawyers Ones to Watch – Labor and Employment Law – Management (2021); Super Lawyers Rising Star (2017-2021); Women’s Section of the Birmingham Bar Association Distinguished Service Award Recipient (2016, 2017, 2018) and Birmingham Bar Association Future Leaders Forum, Class of 2017
- LL.M. degree, with distinction, University of East Anglia; J.D. degree, Cumberland School of Law at Samford University; M.B.A. degree, Brock School of Business at Samford University; B.A. degree, Wake Forest University
This course was last revised on May 17, 2016.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.
Live Webinar Registration
- AL CLE 1.5
- This course or a portion thereof has been approved by the Alabama State Mandatory Continuing Legal Education Commission for a maximum of 1.5 hours credit.
- AR CLE 1.5
- This course has been approved for 1.5 hours of CLE by the Arkansas CLE Board.
- Arizona CLE 1.5
- The State Bar of Arizona does not approve or accredit CLE activities for the Mandatory Continuing Legal Education requirement. This activity may qualify for up to 1.5 hours toward your annual CLE requirement for the State Bar of Arizona.
- CA MCLE 1.5
- Lorman Business Center, LLC. is a State Bar of California approved MCLE sponsor and this course qualifies for 1.5 CLE hours of participatory credit.
- CT CLE 1.5
- Neither the Connecticut Judicial Branch nor the Commission on Minimum Continuing Legal Education approve or accredit CLE providers or activities. This course has been approved for CLE credit in jurisdictions aside from CT and therefore it automatically meets the content and delivery requirements in Connecticut. Credit is based on a 60 minute credit hour and shall be awarded as follows: 1.5 CLE credit(s).
- HI CLE 1.5
- This program was approved by the Hawaii State Board of Continuing Legal Education for 1.5 CLE credit hours.
- IL CLE 1.5
- This course was approved for a total of 1.5 hours of MCLE Credit by the Illinois MCLE Board.
- NH MCLE 1.5
- NH MCLE does not approve or accredit CLE activities for the NH Minimum CLE requirement. Lorman Education Services believes this course meets the requirement of NH Supreme Court Rule 53 and may qualify for CLE credit(s). Program Length: 90 Minutes.
- NJ CLE 1.8
- This program has been approved by the Board on Continuing Legal Education of the Supreme Court of New Jersey for 1.8 hours of total CLE credit.
- PA CLE 1.5
- This Distance Learning program has been approved by the Pennsylvania Continuing Legal Education Board for 1.5 hours of substantive law, practice and procedure CLE credit.
- RI CLE 1.5
- This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
- VT CLE 1.5
- This program has been approved by the Mandatory Continuing Legal Education Board of Vermont for 1.5 hours of CLE credit.
- WA CLE 1.5
- This program has been approved by the Washington State Board of Continuing Legal Education for 1.5 hours of Law & Legal Procedure credit.
- WI CLE 1.5
- This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
- WV MCLE 1.8
- This program has been approved by the West Virginia State Bar MCLE Commission for 1.8 MCLE hours.
- HR Certification Institute 1.5
- This program has been approved for 1.5 (General) recertification credit hours toward aPHR(TM), aPHRi(TM), PHR®, PHRca®, SPHR®, GPHR®, PHRi(TM) and SPHRi(TM)recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
- SHRM 1.5
- Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.5 PDC(s) for the SHRM-CP or SHRM-SCP.
This program does NOT qualify, nor meet the National Standard for NASBA accreditation.