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EEOC Reports

On or before September 30 of each year, every employer that is subject to title VII of the Civil Rights Act of 1964, and that has 100 or more employees shall file with the United States Equal Employment Opportunity Commission or its delegate, executed EEOC reports. The maintenance of candidate records as to the racial or ethnic identity of individuals is required in some instances. According to Section 1602.20 records to be made or kept: Every organization or person that meets this requirement shall make or keep such records as are necessary for its completion under the conditions and circumstances set forth.

Complete Your EEOC Reports With Ease!

StaffingSoft provides you with an innovative way of completing your EEOC reports. Along with an array of recruiting features, StaffingSoft organizes and maintains all of the information you need to complete your EEOC reports. StaffingSoft satisfies all of the requirements of the EEOC so you don’t have to spend time gathering the information or storing it in a separate place.

StaffingSoft was designed to be specifically helpful to the recruiting industry and measures only those factors that are relevant to your selection of the best individuals to fit the requirements of jobs. Our application works the way human resources and staffing professionals work to locate, recruit and retain top talent. It integrates all aspects of the hiring process and maintains all of the information you need to complete employer reports.

StaffingSoft increases productivity and the quality of hires, and reduces the time-to-hire, as well as the cost-of-hire. At StaffingSoft, our goal is to enable organizations to recruit, hire, manage and retain talented and qualified employees in a more effective, timely and cost-efficient manner.

Should you have any questions about our comprehensive outsourcing services, please feel free to contact us at 1-972-267-5194.

Features

  • The Cost of Employee Turnover and How to Reduce it

    According to the Society For Human Resource Management, replacing an employee can cost your business anywhere between 50% to 60% of an employee’s annual salary. That means that if you have to replace a position that is worth $80,000 a year, it could cost you up to $48,000 to hire someone new...

  • How To Maximize Work Productivity By Creating A Fun Workplace

    Injecting fun into the workplace might seem contrary to common sense but a recent report proves the benefits. Creating a fun workplace boosts productivity and lowers staff turnover. Workers become more engaged and collaborate with each other more effectively...

  • When is it the Right Time to Hire a New Employee?

    Starting up a business and growing it can be an epic journey. Entrepreneurs rarely undertake these tasks alone. At some point, the prospect of adding to the workforce arrives for every business owner, giving rise to several daunting questions...

  • How to Engage Passive Candidates

    Passive candidates are great candidates for a number of reasons. They will be honest about their work experience and skills because they’re not dying to leave their current position and they’re probably not interviewing with other companies. Plus, if they’re content with their current employer, they’re probably the type of person who will be content with a new company if you can engage and entice them away.....

  • The Value of a Robust LinkedIn Profile

    LinkedIn has been a tremendous step forward in the evolution of recruiting. From the days of snail-mailed resumes to job boards like Monster and CareerBuilder to LinkedIn, we have seen ability of job seekers to get their background in front of recruiters greatly enhanced. This is especially true for “passive jobseekers” who are generally willing to listen to a targeted job opportunity that seems appealing......

  • How to Re-engage Employees Who Might Be on the Brink of Leaving

    The process of hiring someone new is a time and resources burden for every employer out there. If possible, wouldn’t it be better to just keep the well-trained and experienced employees that are already doing their jobs? It turns out that there are a lot of things that employers can do to help keep employees from disappearing because they’re burnt out, bored, or simply not doing as good a job as they’re capable of doing.....

  • How Employers Do Facebook “Background Checks” (and Why You Shouldn’t)

    While it’s certainly a good practice for all of us to be discerning in what we choose to share on Facebook—versus what we choose to keep to ourselves—it’s interesting that these warnings assume that all employers are looking at social profiles as part of the job screening process. Indeed, there is a perception about the employment industry these days that so-called “social media background checks” are now a key tool for employers trying to make tough hiring decisions....

  • Most Influential Career Sites in 2014

    Can you really put your resume on every job site out there? And is that the best strategy? Sorting the good advice from the misleading can be time consuming and frustrating. Here is a list of some of the most influential and useful career sites of 2014, all of which are updated regularly, see plenty of traffic, and are easy to access through various social media channels.....