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Indeed is currently the main sponsor of German football club Eintracht Frankfurt. This article about a search engine website is a stub. You can help Wikipedia by expanding it. From Wikipedia, the free encyclopedia. American worldwide employment-related search engine for job listings. Specifically, must records be maintained about the criteria of random sampling used or the manner by which a numeric limit was determined?
Is there a minimum number of expressions of interest that must be considered when a data management technique is used to limit the number of expressions of interest?
Can random sampling ever be viewed as a “criterion” for employment, facially neutral or otherwise? Can contractors use data management techniques as part of the database search to limit the number of resumes to be considered? A contractor uses software to search a large resume database for job seekers who are the “best fit” for the qualifications required for a particular position. The software uses a “hit” feature that identifies and ranks candidates who best match the job qualification search criteria.
Is the software a data management technique such that resumes reviewed by the software have not been considered for a particular position? If a contractor believes that a search of a large external resume database will identify a large number of resumes meeting the basic qualifications for a position, how may the contractor reduce the number of resumes it will be required to retain as a result of the search?
Back to Top Withdrawal from Consideration How can a contractor determine that an individual has indicated that he or she is no longer interested in the position? What records must be retained about Internet Applicants who withdraw from consideration? How many times must a contractor attempt to contact an individual to conclude that he or she has shown disinterest through “repeated non-responsiveness to inquiries”?
What type of documentation will be necessary to verify the applicant withdrew from consideration? Is a telephone screen a reasonable step to determine if the individual is interested in the location, salary, or hours of the specific position before defining the individual as an Internet Applicant?
Back to Top Recordkeeping Must a contractor maintain expressions of interest in employment made through the internet that do not meet the other three criteria contained in the definition of “Internet Applicant”?
What records must be maintained from internal and external resume databases? Are contractors required to keep the resumes of the individuals identified from a database search if they did not consider them? Do contractors need to retain records of searches that do not produce any candidates with basic qualifications? Some contractors search large, external resume databases that for a fee will maintain, on behalf of the contractor, copies of resumes identified by the contractor as meeting the basic qualifications for a particular position.
Is it possible for contractors to comply with Internet Applicant recordkeeping without having resumes maintained on their behalf by the external resume database? Can a contractor ask a recruiting firm to keep, on its behalf, the records required by the Internet Applicant final rule? Is there a new requirement under the Internet Applicant rule that the contractor must be able to identify, where possible, the gender, race, and ethnicity of each Internet Applicant?
When should contractors collect race, ethnicity, and gender data? How long are contractors required to keep the information from the searches?
From what date? Can contractors make the self-identification of race, gender and ethnicity part of the registration process individuals complete to post their resume on a database? If a job fair recruiter suggests that a job seeker apply for a position through a specific requisition, and the job seeker fails to do so, is the job seeker an applicant or an Internet Applicant?
If the Internet Applicant recordkeeping standards apply to hiring for a particular position and the contractor receives paper resumes for the position from job seekers at a career or job fair, does the contractor need to retain the paper resumes received? Some contractors search small, external “niche” or “diversity” resume databases that do not have the resources to maintain, on behalf of contractors, copies of resumes identified by contractors as meeting the basic qualifications for a particular position.
How can contractors use these databases and comply with the resume retention requirement of the Internet Applicant rule? Back to Top What is the Internet Applicant rule? Back to Top How does this Internet Applicant rule change existing rules? The final rule: Defines “Internet Applicants,” job seekers applying for work through the internet or related electronic data technologies from whom contractors must solicit demographic information; Prescribes the records contractors must maintain about hiring done through use of the internet or related electronic data technologies; and, Explains the records OFCCP will require contractors to produce when evaluating whether a contractor has maintained information on impact and conducted an adverse impact analysis under 41 CFR Part , the Uniform Guidelines on Employee Selection Procedures.
Back to Top What standard applies to the solicitation of demographic information if a contractor considers both electronic and traditional paper expressions of interest for the same position? Back to Top What standard applies to the solicitation of demographic information from job applicants if a contractor does not consider electronic expressions of interest for a position?
That is, contractors must solicit demographic information from job seekers who are “applicants” under the definition of applicant contained in Question and Answer 15 of the Adoption of Questions and Answers to Clarify and Provide Common Interpretation of the Uniform Guidelines on Employee Selection Procedures: Back to Top If a contractor uses the internet to advertise a position but requires all individuals to complete a paper application form, will the individuals that apply be considered Internet Applicants?
Back to Top Do the regulations apply to the job title or to the contractor? Back to Top Does the contractor need to explain which applicant definition they are using? Back to Top What does the term “internet or related electronic data technologies” refer to? Back to Top What is the definition of basic qualifications? In addition, the qualifications must be: Noncomparative features of a job seeker e. Back to Top How would this work in practice? Back to Top Do contractors need to rewrite all their job descriptions to reference basic qualifications?
Back to Top Are employment tests considered basic qualifications? Contractors will not be able to use basic qualifications in order to discriminate because: The rule requires a contractor to retain, for possible review, the expressions of interest it considered, even those of individuals who are not Internet Applicants, for possible OFCCP review. A contractor must similarly retain records of all the basic qualifications used to develop a pool of Internet Applicants. Back to Top Can the basic qualifications be modified during the selection process, or do they need to be set prior to the beginning of the process?
Back to Top What if after establishing the basic qualifications for a position, more applications were received than expected. Back to Top What if after establishing the basic qualifications for a position, fewer applications were received than expected. Back to Top Can the contractor screen for basic qualifications through questions in the on-line application?
Back to Top Can contractors utilize an employment test such as a personality, knowledge or physical capability test as part of the online application process? Back to Top Can contractors use different basic qualifications for the same job title?
Back to Top What happens if contractors use search criteria beyond the basic qualifications? Back to Top What do contractors do with searches for basic qualifications of an external resume database that produce false positives? Back to Top What is the definition of “considers the individual for employment in a particular position,” for purposes of the definition of “Internet Applicant”? Back to Top Is a contractor required to consider for employment every job seeker who expresses an interest in employment through the internet and possesses the basic qualifications for a particular position?
Back to Top Is there an obligation to keep a record of the data management technique used? Back to Top Is there a minimum number of expressions of interest that must be considered when a data management technique is used to limit the number of expressions of interest? Back to Top Can random sampling ever be viewed as a “criterion” for employment, facially neutral or otherwise? Random sampling is not a basic qualification. Back to Top Can contractors use data management techniques as part of the database search to limit the number of resumes to be considered?
Back to Top A contractor uses software to search a large resume database for job seekers who are the “best fit” for the qualifications required for a particular position. Back to Top If a contractor believes that a search of a large external resume database will identify a large number of resumes meeting the basic qualifications for a position, how may the contractor reduce the number of resumes it will be required to retain as a result of the search?
Back to Top How can a contractor determine that an individual has indicated that he or she is no longer interested in the position? Back to Top What records must be retained about Internet Applicants who withdraw from consideration? Back to Top Section Back to Top What type of documentation will be necessary to verify the applicant withdrew from consideration? Back to Top Is a telephone screen a reasonable step to determine if the individual is interested in the location, salary, or hours of the specific position before defining the individual as an Internet Applicant?
Back to Top Must a contractor maintain expressions of interest in employment made through the internet that do not meet the other three criteria contained in the definition of “Internet Applicant”? Back to Top What records must be maintained from internal and external resume databases? Back to Top Are contractors required to keep the resumes of the individuals identified from a database search if they did not consider them? While many staffing agencies, temporary agencies, headhunters, and other placement firms are legitimate, others lie about what they will do for you, promote outdated or fake job openings, and charge fees for so-called services.
Legitimate placement firms do not typically charge a fee. Instead, the hiring company pays them a fee to find qualified candidates. If a placement firm asks you for a fee, walk away. You could be dealing with a scam. You respond to an ad that promises jobs with the federal government or postal service. Those are scams. Information about job openings with the federal government or U. Postal Service is free and available to everyone. Find and apply for a job with the federal government at USAJobs.
Postal Service. Before you accept a job offer, and certainly before you pay for one, take these steps to protect yourself from job scams:.