What should be used for hiring codes when using applicant tracking logs?
- Human Resources director, manufacturing company, Minneapolis, Minnesota.
A Dear Manufacturing in Minny:
As you know, federal law requires that you maintain an applicant flow log forall individuals who are determined to be applicants for your jobs, and that thisinformation is maintained for at least a year. You need to not only collectinformation on the race and gender of the applicant, but also on the ultimatestatus of what happened with the applicant. This helps determine whether you arehiring -- or rejecting -- applicants in a fair and nondiscriminatory manner.
There is no one set of codes that would be considered standard, because eachorganization may want to collect different information outside of what's legallymandated. I suggest keeping your codes as objective as possible, focusing onareas such as meeting education and skill requirements. Some objectivity, ofcourse, will need to be used for such cases as poor interviews. Some suggestedcodes would be:
Applicant Refused - Did not meet educational requirements
Applicant Refused - Did not meet skill requirements
Applicant Refused - Non-satisfactory interview
Applicant Withdrawn - Accepted Other Position
You undoubtedly will have other codes to add. The main thing you want to keepin mind is that the more you use codes like "failed drug test" or"failed reference check," the more tight your hiring policies andpractices will need to be.
SOURCE: Bill Dickmeyer, CEBS, Madison Human ResourcesConsulting, LLC,Madison, Wis., April 19, 2001.
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The information contained in this article is intended to provide usefulinformation on the topic covered, but should not be construed as legal advice ora legal opinion. Also remember that state laws may differ from the federal law.
The information contained in this article is intended to provide useful information on the topic covered, but should not be construed as legal advice or a legal opinion. Also remember that state laws may differ from the federal law.
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