The Equal Employment Opportunity Commission was established on July 2nd, 1965, under the wing of former president Franklin Delano Roosevelt Jr. Although the EEOC has sustained some criticism over its practices throughout the last five decades (too much oversight / not enough oversight / backlogs of complaints), it has proven an overall success. The EEOC has helped usher in a modern, diversified world of employment, where companies that discriminate against gender, ethnicity, age, religion and disability are to be held accountable.
Although the system is still far from perfect in rooting out all discrimination, EEOC compliance still holds a huge sway over the hiring practices of businesses across the U.S. Companies must comply with a number of complex and in depth forms and logs, such as the EEO-1, which the EEOC will analyze to determine if compliance standards have been met. For many companies, the time of year that such hiring compliance deadlines must be met coincides with taxes, annual reports, and other time-consuming filings.
For small business and start ups that are closing in on 100 employees, the EEO compliance process can be quite confusing and daunting. During the scramble to raise funds, build infrastructure, get the company off the ground, and hire the best talent out there, equal opportunity record-keeping often falls to the wayside, which can come back as a big problem if a discrimination charge were to be leveled against the company in the future.
So how can companies make sure that they are keeping their ducks in a row as far as EEOC compliance and filing? In general, keeping the necessary data in order is the first rule of thumb : With the proper data entry practice and ongoing upkeep, reports like the EEO-1 should be a bit less scary when the time comes.
A new option is to take a modern technological approach to EEOC compliance best practices. There are a few commercial options out there for EEOC compliant software solutions that track hiring and recruiting practices. These automated solutions not only save time for hiring managers, labor attorneys, and executives, but also alleviates the stress of scrambling to tie up loose ends. Many of these EEOC compliance fixes are packaged as specific features within applicant tracking bundles. So, not only can a company make their hiring and applicant tracking process more efficient, but they can also make sure they are staying on track for EEOC compliance throughout.
1. Google Analytics: Google is the king of analytics with its easy-to-install, in-depth and widely used online software package. Google Analytics allows a web site creator to easily track their site’s statistics : from basics like average visitors and time on site to more specific stats like browser-type and geographic breakup. Any webmaster that doesn’t have Google Analytics installed might as well be sitting by the fire eating rotting meat.
2. Mint.com : Mint is a user friendly personal finance application that lets you download, categorize, and graph all of your finances on a day-by-day basis. The site offers seamless analytics: from graphs that project what your savings will be in 6 months to comparison charts that determine whether you are spending more than the average person on coffee. A must have for anyone that needs help during this economic downturn to track and curb their spending habits.
4. TubeMogul.com: TubeMogul is a nifty web 2.0 site that allows you to upload your user-generated video content to multiple sites in one fell blow (YouTube, DailyMotion, Vimeo, Revver, Brightcove, and many more). Its most impressive feature is an extensive analytics suite that lets you track various statistics across multiple sites, including view minutes, viewer attention, per-stream quality and syndication tracking. In-depth viewership statistics is an invaluable feature for companies that are trying to virally spread their brand message.
In today’s economy, as industry giants are faltering, much of our hope rests with the small and medium sized business owners across the country. Small businesses have the ability to adapt to the current economic environment and provide consumers or other businesses with exactly what they need at this integral moment. Small businesses can rapidly change direction and point their bottom-line at goals that fit niche necessities. Big business wears the iron-clad boots of shareholders, age-old assembly line processes and unwavering corporate management; they are hardly in the right position to navigate the narrow straights of this economic downturn.
In today’s age of human resources enterprise technology, everything seems to revolve around utilizing software to get ahead in the business world. Whether it be making work flow more efficient, cutting costs, or organizing team collaboration- there are a myriad of functions that enterprise recruiting software and applicant management systems can serve. However, with the number of options for software out there and the number of features per piece of software, it can often be a daunting and confusing process to pick and set up the perfect solution for your company.