- Why Your Job Posting Might Not Be OFCCP Compliant (and How to Fix It) - September 4, 2025
- How to Get Busy Recruiters to Actually Use Your Job Posting Templates - September 3, 2025
- What Are Job Postings (and Why Most of Them Are Bad) - September 2, 2025
I’ve read 1,000s of bad job postings. But this one stopped me cold: “We don’t believe in work-life balance; this job is your life.”
If your gut says “yikes,” you’re not alone. That line (and plenty of others like it) is exactly why the OFCCP (Office of Federal Contract Compliance Programs) exists. And it’s also why we rewrote this job posting to make it OFCCP-compliant and, honestly, just plain better.
What Makes a Job Posting OFCCP Compliant?
OFCCP compliance means making your job postings accessible, inclusive, and free of discriminatory language. If you’re a federal contractor, it’s not optional; it’s the law. But even if you’re not, it’s a smart way to attract a wider, more qualified talent pool.
Let’s break down the side-by-side comparison of a real job post we rewrote. You’ll see exactly why the first version missed the mark and how the revised version fixed it.
Job Title: “Rockstar Salesman” vs. “Salesperson”
“Rockstar” is flashy, but it’s also vague and often seen as code for overwork and burnout. Worse, “Salesman” is gendered and a huge red flag for OFCCP audits. Replacing it with “Salesperson” keeps things clear, accurate, and inclusive.
About Us: Aggressive Tone vs. Professional Energy
The original said: “Only the toughest survive here.” That kind of language might sound bold, but it screams toxic culture. The rewrite keeps the high-energy vibe while removing exclusionary phrases.
Job Description: Youth Bias and Life Assumptions
The first draft wanted “a young go-getter with no family obligations.” That’s ageist and assumes candidates don’t have caregiving responsibilities. It’s not just a bad look; it’s illegal if you’re a federal contractor. We rewrote it to focus on schedule flexibility, not assumptions about lifestyle.
Responsibilities: Aggression vs. Clarity
- “Chase down leads and don’t take ‘no’ for an answer” became “Prospect and pursue qualified opportunities.”
- “Convince reluctant prospects” turned into “Present product value and handle objections.”
That’s the difference between pressure and professionalism.
Requirements: Biased, Exclusionary, and Just…Yikes
- “Must be a native English speaker” is a violation of EEOC guidelines. We replaced it with “Fluency in English for business communications.”
- “Tech-savvy millennials encouraged to apply” is ageist. Full stop. Instead, we listed the actual skill: “Experience using sales technology or CRM tools.”
- “Must have thick skin” and “be aggressive” are just coded language for burnout. We flipped that into measurable goals like “Experience meeting sales targets.”
How Ongig Helps You Stay OFCCP Compliant (Automatically)
All the rewrites above weren’t done by hand. They came from Ongig’s Text Analyzer, which scans your job postings and highlights:
- Gender-coded words (like “salesman” or “go-getter”)
- Exclusionary language (like “must be a native English speaker”)
- Bias scores for readability and diversity
🟥 Before: Not OFCCP Compliant
This version scored just 36.5%. The job title was gendered, the tone was aggressive, and it excluded a ton of qualified candidates.
✅ After: OFCCP-Compliant Rewrite
With a few guided changes from Ongig’s AI, the score jumped to 80.6%. And yes, that’s a screenshot from a real use case.
🔧 The Rewrite Tool in Action
This screen lets you instantly apply filters like “Fix grammar,” “Reduce masculine bias,” and “Rewrite for OFCCP Compliance.” Then, just click Rewrite Now and let the system do the heavy lifting.
Then you can compare what changes were made, which helps for future rewrites and awareness for your team:
Whether you’re updating 10 job posts or 10,000, Ongig helps you scale compliance and inclusive language across every opening. No legal headaches. No manual rewrites. Just clean, compliant job content that performs.
Want to Avoid an OFCCP Audit Nightmare?
We’ve seen companies go through the stress of an audit, and it’s not fun. But a lot of that stress is avoidable. Start by writing job postings that treat every candidate fairly and legally. We pulled together these two deep dives that can help:
The bottom line? If your job posting sounds like it came from a 1990s sales movie, it’s time for a rewrite.
Why I Wrote This
We see too many job postings that unintentionally break OFCCP rules. That’s why we built Ongig—to help talent leaders create inclusive, compliant job content automatically. Want to see how it works? Request a demo.
FAQs
What does OFCCP stand for?
OFCCP stands for the Office of Federal Contract Compliance Programs. They enforce equal employment opportunity rules for federal contractors.
How can a job post violate OFCCP rules?
Using gendered, ageist, or ableist language can lead to violations. So can making assumptions about personal life or excluding protected groups.
Does every company have to follow OFCCP guidelines?
No, but if you’re a federal contractor (or want to be), it’s required. Even if you’re not, following these rules improves candidate experience and diversity.
What’s the biggest mistake companies make?
They recycle old job postings filled with outdated or biased language—without realizing those could trigger audits or scare off great talent.
How can Ongig help with OFCCP compliance?
Our software flags non-compliant language and suggests inclusive rewrites automatically—before your job post goes live.
