Webinar Series - Affirmative Action and Beyond

by Ryan Kohler

Welcome to the next installment of our webinar series. Today, I’d like to address something that is all the buzz in the HR world and frankly one of my most highly attended topics: Affirmative Action. Well . . . actually, it’s more like Affirmative Action with a twist. I say this because it’s not just a blanketed presentation surrounding AA bylaws, how to be compliant, etc; it’s more of a channeled and automated approach to creating an equal opportunity hiring plan that is efficient, automated, and organized so that in the event you’re ever audited, you’ve got plenty of cushion.

I’m not going to go into too much detail dissecting the guidelines for this process because this isn’t my expertise; my expertise is data and the best ways to manage it. So, my presentation centers around setting up an effective method for attracting Affirmative Action, and most importantly, what to do with your data after it’s been collected. I do this providing both manual and automated routes for tracking in my webinar, but obviously, I tend to favor dumping the spreadsheets and the headaches for an automated approach like ApplicantPro because it’s seamless, easy-to-use, and requires very little time investment to setup. Here are my top two reasons why:

Single Dashboard for Data – using an applicant tracking system or any hiring software for that matter means that you can easily manage tasks like: web-based job requisition approval, pushing job ads to job boards, collecting applications, collection of screening question, race/gender, etc and you can do it all from one platform. Easy to learn and easy to format.

Killer Reporting – we all know that when it comes to EEOC, reporting is king. You have to provide logs of the application process all the way up through hiring and eventually, on the job. This will absolutely save your life come audit time. The benefit of using a software to do this for you is that you can set all your data collecting parameters up before you even post the job ad. You can arrange the screening questions to target specific information from specific people and change those requirements easily in the system’s settings. You can pull reporting based on ANYTHING you could possibly think of (using the information you’ve accumulated as a framework), and submit those custom requisitions off to whomever is interested in a neat little package tied with a bow (okay, chances are it’ll be a spreadsheet, but I’m trying to paint a picture for you here of a stress-free and seamless employment method).

If you were to manually track all of this information, it’s obvious how it can get really messy really quick; right? After all, we’re talking about something as instrumental as Affirmative Action. Consequences are severe (to put it lightly) if something is overlooked and requirements aren’t met. Trust me; you don’t want to go down that shame path (I’ve heard stories), so save yourself time and strain by tracking your process the resourceful and tech-forward way with a system designed for this purpose. Also, register for my Affirmative Action webinar on Friday 8/23 @ 10 AM MST that delves much deeper into this topic.


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