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Updating Applications
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Updating Applications
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At our company applicants drop by to fill out applications just in case we have openings. Some months later, they come by again and just tell the receptionist that they just want us to keep their appl
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Forums » Topic Forums » Legal Forum » Updating Applications
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Updating Applications
posted at 7/19/1999 7:20 AM EDT
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Posts: 24
First: 6/25/1999 Last: 2/28/2000 |
At our company applicants drop by to fill out applications just in case we have openings. Some months later, they come by again and just tell the receptionist that they just want us to keep their applications active (but do not fill out a new ones). Is it a good idea to accept applications "just in case" and if they come by to update verbally, is it important to have them fill out a new ones? |
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Updating Applications
posted at 7/19/1999 7:38 PM EDT
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Posts: 90
First: 6/23/1999 Last: 9/26/2001 |
We only accept applications when we have available openings. The reason for this is that it was extremely time consuming to track and retain them when they were not needed. It also prevented things like you stated from happening and those continual calls inquiring about the "status" of their application. Since we have changed this policy, that area has run a lot smoother. |
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Updating Applications
posted at 7/19/1999 8:27 PM EDT
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Posts: 833
First: 6/11/1999 Last: 8/23/2001 |
We handle it like "BetHutch" also; accepting apps with the impression that they are always active or "on-file" could lead to some problems with Affirmative Action or the EEOC. You'd have to retain them and be able to justify your employment decisions if those applications were not considered and your application practices questioned. The potential problems are so easily avoided by not accepting apps unless there is an opening.
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Updating Applications
posted at 7/19/1999 10:54 PM EDT
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Posts: 2217
First: 6/16/1999 Last: 12/13/2001 |
Does your company gain some value from the "on file" applications? If not, "BethHutch" and Jim point to some administrative disadvantages to having them.
From a legal perspective, a plaintiff (or group of plaintiffs in a consolidated or class action) may claim that your hiring procedures are discriminatory. A case where such allegations are made can lead to an applicant flow analysis (to determine whether there is any statistical support for the allegations), in which case these stale but still active applications could lead to problems. |
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