Ensure Your Hiring Practices are OFCCP Compliant with This Free Checklist
Auditors aren't just checking whether policies exist on paper. They're looking for documented, consistent, measurable good faith efforts to recruit and support individuals with disabilities and protected veterans. For many federal contractors, the gap between what's being done and what can actually be proven is wider than it should be. This checklist helps close that gap.
Get the ChecklistWhere Most Contractors Are Exposed Without Realizing It
Outreach is happening but not documented. Jobs may be distributed across multiple channels, but if the activity can't be pulled into a coherent report quickly, it might be hard to hold up under review.
Self-ID rates are lower than expected and that's a problem. With over 70% of disabilities being non-apparent, low self-identification often reflects a trust and process issue, not an absence of qualified candidates.
Selective job posting creates unintentional gaps. Posting only "obvious fit" roles to disability and veteran platforms is one of the most common compliance oversights.
Get the ChecklistWhat Good, Audit-Ready Programs Look Like
Documentation is built into existing platforms, not assembled at the last minute. Treating outreach logs, partner records, applicant flow data, and other hiring sources as ongoing maintenance helps pass audits.
Good faith effort is demonstrated across baseline requirements, active outreach, and long-term program building, each of which requires different actions.
They turn compliance into a sourcing advantage. The outreach efforts required for OFCCP alignment are the same ones that open doors to skilled veterans and candidates with disabilities.
Get the Checklist