In this month’s HR Magazine (yeah, I read it – so disbar me from recruiting), another mind-numbing discussion about Internet recruiting regulations was presented. But this one is different – during a December 2006 webinar, Lynn Clements, OFCCP’s acting director of policy, planning and program development and Carol Miaskoff, EEOC’s assistant GC experienced a revelation: The OFCCP and EEOC “share some common ground but wield different authority and have diverged on enforcement as well as rulemakings on who is an Internet applicant.”
Well, pushmepullu you crazy girls!
As you know, the EEOC enforces Title VII, EPA, ADA, and ADEA – while OFCCP commands with 11246, 503, VEVRAA, and the ADA. EEOC is complaint-driven while OFCCP is selective statute enforcement driven. Add in OSHA and is it any wonder employers are doing their very best to hire outside the USA?
SHRM is wasting it’s time and it’s members dues by tending to microscopic issues when it should be lobbying to bring EEOC, OFFCP, and OSHA together under a simplified yet comprehensive structure. Take down these bureaucratic behemoths with layer upon layer of useless jobs and call on employers to help build it.
And above all, push for the hiring of people with at least the basic ability to understand organizational issues. From Clements came the following: “A simple way to think about this” is for employers to put themselves in the shoes of people searching for jobs by asking when they think they should be considered an applicant.