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This is a blog about REAL questions with REAL answers from REAL people for REAL business owners and professionals.  How many times have you had questions about payroll or just business or tax questions in general, but couldn't figure out exactly what to ask or who to ask it to?  I hope it's comforting to know you're not the only one this happens to!  I felt the same way in the beginning, many  years ago.  It's actually what drove me to this profession in 1984!  Now, after decades of helping thousands of people, just like you, I'm writing this blog to help YOU!  So dig in - see if some of our questions and answers put words to your thoughts.  We're here to help - so reach out to us with your every-day challenges and we'll create a post just for you!

REAL questions with

REAL answers from

REAL people for

REAL business owners

I’m trying to fill a position in my office and have some questions about resumes and applications. Do I need to keep all resumes that are sent to me, even if they don’t qualify? If so, for how long? And do I need to contact each person who applies to let them know they were not hired? - c.r.

Short answer: No law requires you to accept or preserve resumes or applications if there are no available openings.

 

Long answer: As a best practice it is recommend deciding up front whether you will consider any unsolicited applications. You may choose to refuse to accept unsolicited resumes entirely and refer applicants to your posted openings. If you choose to consider some unsolicited applications, however, you should keep all unsolicited applications for one year after receipt or decision not to consider. "Cherry-picking" or accepting and preserving unsolicited resumes inconsistently can easily lead to disparate treatment claims with the EEOC or a state agency. If your decision of who was hired from that pool was ever challenged, it will be hard to defend your position without any documentation.

 

When you accept resumes or applications in relation to a job posting, the resumes should be maintained for one year from the time of your hiring decision for compliance with an assortment of laws. Federal contractors should maintain these records for at least two years. 

 

The amount of communication with applicants you do is entirely up to you and what you want. I recommend explaining in your job postings what amount of communication applicants can expect. As a general rule, no contact is needed for unsolicited resumes, and it’s usually not expected. No contact is required in response to submitted applications, although applicants at the later stages of the process will expect some kind of notification (email or letter) as a courtesy. Please note, however, that government contractors also have different rules regarding communication with applicants. 

 

While responses are not required, leaving applicants who do not get the position with a positive feeling helps create a positive reputation for your company, so we recommend doing so to the extent you can.

 

Find out more about our Services and Who We Are. Make this the best decision of your day.

At Payroll Vault, we want to be an extension of your business team. 

We're available, accessible and affordable.  Reach out today.

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Published on:

September 24, 2018

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