Recruitment and Selection in the Public and Nonprofi t Sectors 187
Today, most public entities and nonprofi ts post open positions and
accept applications on their Web sites. Posting has become so pervasive
that the Offi ce of Federal Contract Compliance Programs issued an Inter-
net applicant fi nal rule that addresses record keeping by federal contractors
and subcontractors about the Internet hiring process and the solicitation
of race, gender, and ethnicity of “ Internet applicants. ” An Internet appli-
cant is defi ned as an individual who satisfi es the following criteria:
The individual submits an expression of interest in employment
through the Internet or related electronic data technologies.
The contractor considers the individual for employment in a
particular position.
The individual ’ s expression of interest indicates that he or she
possesses the basic qualifi cations for the position.
The individual at no point in the contractor ’ s selection process prior
to receiving an offer of employment from the contractor removes
himself or herself from further consideration or otherwise indicates
that he or she is no longer interested in the position. ( http://www
.dol.gov/esa/regs/compliance/ofccp/faqs/iappfaqs.htm )If a contractor uses the Internet to advertise a position but requires all
individuals to complete a paper application form, the individuals who
apply will not be considered Internet applicants. It is not the method of
advertising a job that determines the applicability of the Internet applicant
rule. Rather, the determining factor is whether the expression of interest
in employment was made through the Internet or related electronic data
technologies.
When advertising is part of the recruitment process, it should be
written in a manner that will attract responses from qualifi ed individuals
and deter responses from those who are not qualifi ed. It is important for
the advertisement to focus on the job qualifi cations required for the posi-
tion so that only candidates with qualifi cations matching the requirements
of the position are attracted to apply. An advertisement that is too expan-
sive, including everything but the kitchen sink, may discourage qualifi ed
candidates from applying. Be accurate and realistic when posting a job
advertisement.
To comply with the Americans with Disabilities Act, employers should
inform applicants on an application form or job advertisement that the
hiring process includes specifi c selection procedures (for example, a written
test; demonstration of job skills such as typing, making a presentation, or
editing a report; or interview). Applicants should be asked to inform the