Compliance with the OFCCP regulations is mandatory for federal contractors and subcontractors. If your organization does any business with the federal government – such as selling products and services directly or through a prime contractor, receiving funds, grants or insurance, etc. – you are likely a federal contractor. And, you are required to comply with mandatory job posting and outreach requirements mandated by the OFCCP (Office of Federal Contractor Compliance Program) for your recruiting program. In many ways, this is an extra layer on top of your traditional recruiting programs to ensure that you are following the path prescribed by the OFCCP, and that you are emphasizing workforce diversity to create a balanced workforce. This federal agency has significantly stepped up regulatory oversight and enforcement in the recent years, and it is imperative that you have a comprehensive OFCCP compliant recruitment program to attract and hire protected groups such as transitioning veterans and persons with disabilities. In addition, your recruitment program must also reach traditionally underrepresented groups such as women, minorities, seniors, new graduates, as well as special groups such as LGBT etc. In summary, your recruitment program should encompass every qualified candidate with a special emphasis on identifying and reaching traditionally underrepresented groups in the workforce.