Hiring, demoting, suspending and even firing employees are all completely different situations for federal contractors in the construction industry. Job descriptions must be presented in a specific way, resumes and applications need to be tracked, employees have required training and records must be kept on many HR functions. All this compliance is the cost of doing business with the federal government. The Office of Federal Contract Compliance Programs (OFCCP) evaluates the compliance of federal contractors to make sure they are following its equal-opportunity and anti-discriminatory policies for both job seekers and employees. That compliance requires knowing the best business practices to avoid losing contracts and paying fines.

Centralize All Hiring-Related Activities and Ensure They’re Reportable

The biggest key to maintaining compliance is keeping track of all the data about your hiring practices, including job descriptions, resumes and other candidate information, to show the government you’re adhering to Equal Employment Opportunity (EEO) guidelines. Utilizing software that makes recordkeeping a priority while being easily reportable puts you in a great position in the event the OFCCP decides to audit your company.

Distribute Jobs Through Niche Job Boards to Get More Qualified Candidates

Using niche job boards makes your openings visible to the candidates you’re looking to hire. Sixty percent of candidates start their search on job boards, which also connect with upper-level candidates who may be passively searching. Posting your job descriptions, complete with EEO disclaimer to industry-specific job boards helps ensure the candidates that apply are the ones you’re looking for, eliminating unnecessary paperwork for unqualified candidates.


Be Selective with Resumes

Every resume you check needs to be tracked and reportable to the federal government. Using an applicant tracking system allows you to batch candidates into groups for easier review and reporting. Incorporating AI can automatically screen candidates based on your qualifications so you don’t end up with a stack of resumes you’ll never use, but still must report on.

Create a Written Affirmative Action Plan and Update It Annually

Affirmative Action Plans (AAP) are one of the top areas that tend to violate compliance. An AAP is required for federal contractors and records must be kept confirming compliance. According to the Department of Labor, these include copies of collective bargaining agreements, copies of letters sent to suppliers and vendors stating EEO/AAP, copies of letters sent to recruitment sources and so on. HR software can help keep all of these records together and accessible at the touch of a button.

Automatically Update Onboarding Paperwork

Proper training is vital to developing successful employees. Onboarding lays a foundation that your candidates can refer back to as needed. But as regulations change, your onboarding paperwork needs to automatically update to reflect those changes.

Manage Certifications for OSHA 10, OSHA 30 and Others

Workers must have training about common health and safety hazards on the job, primarily falling into either OSHA 10-hour and OSHA 30-hour training courses. Use a learning management system that helps assign, track and manage OSHA courses and certifications in one central platform.

Having a partner that understands compliance is one of the biggest keys to maintaining it. BirdDogHR is invested in helping those in construction effectively manage their employees. Our solutions for the construction industry, including our Applicant Tracking System, Learning Management System, Onboarding, Time Tracking Tools and Performance Management System, make sure your hires are set up for compliance success.