Applicant Flow Log

How Can You Define an Applicant Flow Log?

The applicant flow log refers to a record that holds information about job applicants, which the U.S. federal government uses for statistical analysis. It’s a collection of information gathered from job applications and can be stored through the ATS (Applicant Tracking System) or spreadsheets. It can also be kept as an excel file or a text document. 

It’s an essential tool for measuring recruitment objectives as well as for recordkeeping and statistical purposes. The application flow log data is used exclusively to compile an annual report for the appropriate authorities, such as the U.S. federal government. 

Is It Mandatory For Every company?

The answer is no, every company doesn’t need to have this record. Fundamentally, only government agencies as well as some federal contractors need to keep these types of records for different purposes. 

U.S. Equal Employment Opportunity Commission (EEOC) clearly stated some guidelines on how data can be collected and stored. All organizations have to comply with the policies of the EEOC. 

Why Applicant Flow Log Is Important?

Data gathered from the applicant flow log is applied to produce a yearly statement by the U.S. federal agencies. This is a crucial part of doing statistical analysis. The purpose of this evaluation is to ensure that the organization is hiring equitably and fairly without any discrimination toward the applicants. With the proper evaluation of these statistics, the government can also determine any barriers to fair recruitment and prevent any negative influence on the applicants. 

What Information to Enter in The Applicant Flow Log? 

When asking for data, the applicants must provide all information willingly. Employers must give applicants the freedom to choose which data they want to provide the government. All applicants must be properly notified and ensured that their information will be taken only for statistical reasons. The applicant data shouldn’t be disclosed publically, and it should not influence recruitment decisions in any case. 

The most crucial information that federal agencies and authorities need to track is demographic information, including:

• Race
• Sex
• The country of origin
• Disability status (only contractors who have 50 or more employees and contracts worth $50,000 or above are needed to gather information willingly from the applicants)
• Veteran status (only contractors who have 50 or more employees and contracts worth $150,000 or above are needed to gather information willingly from the applicants)

One important fact, all this information must be taken from the applicants voluntarily and should not be used to make hiring or any type of recruitment decisions. Besides, government authorities should also record information on whether the applicant accepted or declined the position.