Talent Acquisition

Applicant flow data is essentially all of the information needed by auditors to conduct an adverse impact analysis. This information is captured by employers through the use of an applicant flow log (AFL). An applicant flow log contains information regarding which jobs were open during a period, who applied to these jobs (information to be recorded is listed below) and which candidates were selected as hires. Effective applicant flow logs allow an employer, as well as an auditor, to paint a picture of the hiring process and determine whether it is compliant with OFCCP standards for EEO/AA initiatives.

Below, RPL Management Resources provides an overview of what specific information is required to be tracked and stored per candidate in an AFL by Federal Law.

• Date the application was received
• Applicant name
• Position applied for
• EEO code of the position or job group
• Applicant sex, race, and ethnicity
• Applicant veteran status
• Applicant disability status
• Hire/Non-hire decision
• Specific, job-related reason for non-selection (Disposition Codes)
• Highest stage achieved by candidate if passed on
• Date of hire or date of rejection
• Name of hiring manager

The WOTC is a business tax incentive that allows companies to receive tax credits for hiring individuals who are part of targeted groups that have consistently faced significant barriers to employment.

Here are the top five WOTC-issuing states:

• Texas 209,363
• California 149,604
• Ohio 106,708
• New York 101,053
• Illinois 90,109

WOTC was created to help employees from certain groups move from economic dependency on various types of government assistance into self-support. The goal is for these candidates to progress into earning a steady income and contributing taxpayers. At the same time, participating employers would be able to reduce their income tax liability.

*Represents approximately 29,000 corporate clients covering 30,000 businesses employing people

Recruiting compliance refers to the requirements that businesses adhere to all federal, state, and local laws and regulations throughout the hiring process—including equal employment opportunity (EEO), background check, and documentation retention laws—to avoid legal issues and potential fines.

Common compliance risks during hiring include unintentional bias in job descriptions or interviews, improper handling of background checks, neglecting to obtain necessary consent for drug testing, and failing to maintain accurate records throughout the process.

Paycor helps businesses stay compliant by providing built-in tools and resources within their Talent Acquisition platform. These features often include automated workflows, up-to-date legal forms, and integrated background check solutions that streamline the hiring process while reducing compliance risks

The EEOC (Equal Employment Opportunity Commission) is a federal agency that currently enforces laws prohibiting employment discrimination based on protected characteristics such as race, color, religion, sex, national origin, age, disability, and genetic information.  

It affects hiring practices by setting standards for fair and inclusive recruitment, requiring employers to avoid discriminatory practices in job postings, application screening, interviewing, and selection.

Paycor helps businesses prepare EEO-1 reports by automatically compiling and organizing the required employee data, such as race, ethnicity, gender, and job category.

This simplifies the reporting process, reduces the risk of errors, and helps ensure accurate and timely submission to the EEOC.