USA Jobs will offer new recruiter features starting Nov 1st
September 29, 2010 at 11:32 pm #112022
USAJOBSRecruit will also aim to make it easier for recruiters and managers to collaborate with one another and learn about new recruitment strategies and ways to market their agencies.
One feature? The new recruitment page will include a school sorter tool that will allow agencies to sift through applicants by the type of university they attended.
OPM is also working on another page called USAJOBSAssess, which will offer tools agencies can use to measure the competencies of job candidates. Those online assessments are intended to replace the lengthy knowledge, skills and abilities essays, which OPM Director John Berry says discourage some people from seeking federal jobs.
USAJOBSAssess will allow job seekers to store their test scores and resubmit them, instead of having to retake a test every time they apply for another job.
September 30, 2010 at 2:00 pm #112028
Some of these new processes with run afoul of EEOC, DOL, DOJ and OPM regulations, as the UGESP is real clear that proper “applicant” records be established and maintained. From EEOC’s Q&A on internet applicants:
“6. Does this document change how the definition of “applicant” is treated?
The existing definition of “applicant” continues to apply to traditional, hard-copy applications. This definition, which can be found at Q & A 15 of the 1979 Qs and As, states:
“The precise definition of the term ‘applicant’ depends upon the user’s recruitment and selection procedures. The concept of an applicant is that of a person who has indicated an interest in being considered for hiring, promotion, or other employment opportunities. This interest might be expressed by completing an application form, or might be expressed orally, depending on the employer’s practice.”
The new document provides a definition for “applicant” in the context of the Internet and related electronic technologies only.
7. What do you mean by the “Internet and related electronic technologies”?
This includes, for example: e-mail; various web sites such as third party job or resume banks and employment web pages; electronic scanning technology; applicant tracking systems; and internal databases of job seekers.
8. What is the definition of “applicant” in the context of the Internet and related electronic technologies?
In order for an individual to be an applicant in the context of the Internet and related electronic data processing technologies, the following must have occurred:
1. the employer has acted to fill a particular position;
2. the individual has followed the employer’s standard procedures for submitting applications; and
3. the individual has indicated an interest in the particular position.
9. What if the employer uses both traditional and Internet and electronic recruitment and selection methods?
For those positions subject to traditional recruitment and selection techniques, the existing recordkeeping standards apply. For those positions subject to Internet/electronic recruitment and selection techniques, the new recordkeeping standards apply.
10. Do I need to validate all employment tests administered online or in person?
If an employment test has a disparate impact, then it must be validated under Title VII and UGESP, whether administered online or in person.”
September 30, 2010 at 2:41 pm #112026
So glad to hear someone raise these concerns.
In their rush to make the application process simpler and faster, OPM seems to have forgotten about the Uniform Guidelines and “adverse impact”.
September 30, 2010 at 3:17 pm #112024
How can you determine adverse impact if you don’t keep records for all “applicants” considered?
As a refresher, adverse impact is determined by a four-step process.
(1) Calculate the rate of selection for each group (divide the number of persons selected from a group by the number of applicants from that group).
(2) Observe which group has the highest selection rate.
(3) Calculate the impact ratios, by comparing the selection rate for each group with that of the highest group (divide the selection rate for a group by the selection rate for the highest group).
(4) Observe whether the selection rate for any group is substantially less (i.e., usually less then 4/5ths or 80%) than the selection rate for the highest group. If it is, adverse impact is indicated in most circumstances.
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