DirectEmployers & Pinnacle Launch Partnership to Collaborate on Recruitment Compliance & Effective Outreach to Veterans

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With the OFCCP's increased focus on recruitment compliance and proactive outreach to Veterans and Persons with a Disability, it is essential that federal contractors implement a proactive process to ensure compliance within their talent acquisition function.

"Never has it been more critical for federal contractors to put in place demonstrable, quantifiable steps to meet their outreach requirements - particularly for Veterans."

DirectEmployers Association, a nonprofit HR consortium of leading global employers, and Pinnacle Affirmative Action Services, an HR consulting leader in providing affirmative action planning solutions, are collaborating to share best practices around recruitment compliance and technology, as well as outreach to Veterans organizations and state and local workforce agencies.

With the Office of Federal Contract Compliance Programs (OFCCP)'s increased focus on recruitment compliance and proactive outreach to Veterans and Persons with a Disability, it is critical that federal contractors put in place a comprehensive and proactive process to ensure compliance within their talent acquisition function. Pinnacle is uniquely positioned in the AAP/EEO industry to assist clients in evaluating the potential compliance liabilities inherent to their recruitment process and/or related technologies. Membership with DirectEmployers is frequently part of Pinnacle's process enhancement recommendations for clients, so a partnership between the two organizations is a natural fit.

“Never has it been more critical for federal contractors to put in place demonstrable, quantifiable steps to meet their outreach requirements - particularly for Veterans. Through their Direct Compliance suite of services, DirectEmployers sets the standard for our industry,” says Jeff Baker, vice president & Partner of Pinnacle Affirmative Action Services. “Pinnacle’s relationships with its clients is one that is based on mutual trust, respect and integrity as is DirectEmployers Association’s relationship with their members. Our mission, vision and goals align perfectly to enhance our solutions providing the best recruitment compliance and strengthening the ability for our clients to meet and exceed their outreach requirements", says Bill Warren, executive director for DirectEmployers Association.

“What’s happening now is something that I haven’t seen in my 14 years in the affirmative action consulting arena,” says David Scheffler, senior director of Affirmative Action & Recruitment Compliance Consulting for Pinnacle, “The OFCCP is not only aggressively enforcing their existing regulations like never before, they have proposed sweeping changes to the regulations surrounding VEVRAA (the Vietnam Era Veterans' Readjustment Assistance Act of 1974/Section 4212). If these new regs are enacted, contractors will be faced with implementing a whole host of revisions to their recruitment processes. Additional recordkeeping requirements, changing their job posting procedures, and establishing hiring benchmarks for Veterans are just a few of the changes we're expecting in the final ruling. Plus, one key element of the proposed regulations will require contractors to document and annually provide enterprise-wide training for their recruiters and hiring managers on their responsibilities related to VEVRAA/Section 4212.”

“DirectEmployers Association’s partnerships with Pinnacle as well as the National Association of State Workforce Agencies (NASWA) provides the perfect positioning to meet the new proposed regulations. The National Labor Exchange suite of products are the most comprehensive in the industry," says Brian Jensen, VP Talent Acquisition, The McGraw-Hill Companies and Board of Directors president for DirectEmployers Association.

It is increasingly imperative for federal contractors to proactively review their recruitment process and related technologies. If the organization works in combination with an experienced, solution-driven affirmative action consulting expert, and leverages industry-leading technology and services to facilitate effective outreach, the benefits can be tremendous. Among the results:

  •     Reduced exposure to noncompliance violations
  •     Enhanced and more efficient outreach to Veterans and Persons with a Disability
  •     Less stressful OFCCP compliance reviews
  •     Improved quality of hires

In addition to working together to mutually support their clients, DirectEmployers and Pinnacle will be announcing a series of Webinars available to the federal contractor community focused on how to effectively embrace both the existing regulations as well as the new VEVRAA requirements as they become available.

About Pinnacle Affirmative Action Services
Pinnacle Affirmative Action Services is an HR consulting leader in providing complete solutions to all of your company’s affirmative action planning needs. Pinnacle provides excellence in customer service while building client partnerships based upon trust and integrity. Services include AAP development, Recruitment Compliance Consulting, Salary/Pay Equity Analysis, OFCCP Audit Support and EEO/AA Training and Webinars. Pinnacle is based in New Orleans, and on the Web at http://www.Pinnacle-AAP.com.

About DirectEmployers Association
DirectEmployers Association is a nonprofit HR consortium of leading global employers formed to improve labor market efficiency through the sharing of best practices, research and the development of technology. Member companies benefit from a strategic recruiting community where ideas, resources and practices are shared; processes, technologies and standards are shaped; and technology is used in a manner which acknowledges values and respects diversity and reflects the rich array of cultures represented in a broad global workforce. DirectEmployers is based in Indianapolis, and on the Web at http://www.DirectEmployers.org.

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