This is the third in a series on Good Faith Efforts (GFEs) required by the US government for federal contractors—what tools you need to demonstrate the success and impact of your GFE program.
Going Beyond Faith to Actual Results
Developing a comprehensive strategy to improve Good Faith Efforts and keeping track of such activities can be a burden on HR departments already stretched too thin.
To avoid manual and distributed efforts, many organizations adopt an automated solution to manage GFE activities.
The right solution should
- Be a secure, web-based application that is compatible across with tablets and mobile devices. This way, recruiters and hiring managers gain the visibility into their affirmative action programs—anytime, anywhere.
- Proactively define, schedule, track, and report GFEs and outreach activities according to division, region, and title.
- Automate record-keeping and documentation, which allows managers to focus on strategic initiatives.
- Enable leadership and program owners to easily assess the impact of recruiting efforts on affirmative action goals.
- Enable stakeholders to align recruiting resources with outreach efforts, while facilitating compliance with OFCCP regulations.
- Securely store and disseminate compliance and diversity plans, reports, and policies—as well as videos and manuals to improve record-keeping practices.
- Ensure that program stakeholders understand their roles in helping the organization develop a successful Good Faith Efforts plan.
The Path to Success with Good Faith Efforts
Remember, purpose of GFEs is to ensure your company gives equal consideration to all candidates, with the end goal of developing a diverse and high-performing workforce comprised of individuals with different views, opinions, and experiences.
To achieve that objective, all stakeholders—recruiters, hiring managers, and business leaders—must pay close attention to their activities throughout the talent management continuum and recognize how they can help Good Faith Efforts.
Ensuring that candidates and current employees who fall into one or more of the four protected groups—females, minorities, veterans, and individuals with disabilities—receive equal hiring consideration, training, and opportunities to advance is essential to an effective Affirmative Action program.
Rather than conducting these operations manually, organizations that work with a provider offering an automated solution to manage and track Good Faith Efforts will be more successful.
With greater alignment between process, people and technology, the company can benefit from an effective Good Faith Efforts program that protects the company and its people and ensures the best individuals are placed—and promoted—into the right positions.