Well that might be a little bit of an overreaction since they do have some use like leaving funny notes for your co-workers.  They are pretty good for brainstorming new ideas too.  However, they have lost their place at the table when it comes to tracking job orders.

It doesn’t surprise or even amaze me to hear that very successful staffing and recruiting companies are still using whiteboards to monitor jobs, candidates and statuses.  What does surprise me is the inability to even think about letting it go!  A few months back I was onsite with a company and spotted the whiteboard.  I had to fight the urge to walk over and erase the board with all of its detailed information.  Each of the staffing specialists and recruiters could find the exact same information on their computer screen.  So why is it so hard to let go?

Staffing, as any other industry has processes, procedures or even tools that have worked well in the past.  If something is working why change it?  Well how about productivity and profitability?  Yes I have touted both of these in many of my ramblings, but how productive is it for you or your staff to write or change information about a job order or a candidate on a board?    And how profitable is it for you to not know exactly what is going on with each order?  Can you track time to fill or sources methods from a board?  How about the dollars lost on duplication of work?  Unless you have an amazing white board that is linked to your staffing software, the information is going nowhere.  Just because it used to work does not mean there is a better way to do something.  Companies that have the ability to quickly change and adapt to new technology are generally the ones still standing during tough times because they have learned how to do more with less.

Cons of using a whiteboard:

• Double work.  Writing it on a board and then entering it into your staffing software.
• Time for someone to write it all out. (If you are still using this method, do a time study for one week how much time is being spent writing, erasing, adding, etc.)
• Who else can see this information?  I certainly would not want my name being broadcast to everyone who walked into the office (most of the whiteboards I have seen are in plain view)
• Divulging who your job orders are for.  I’ve mentioned before that applicants are smart, if they think they can go directly to the source, they will.
• Difficult to get metrics and reports from a whiteboard.
• No audit trail.

I could go on and on with the cons of using a whiteboard, but I think you get my point.  It’s a lot of work for something that really isn’t going to offer much in return.

Pros of using a whiteboard:

• Everyone can see what orders you have, and I mean everyone.

I’m sure there are a few more pros, but I think our time will be better served talking about making the switch.

The biggest opposition that I have heard about letting go of the whiteboard is the motivation factor.  Many of the supporters state the whiteboard motivates them and it’s fun to get up and erase a job order that has been filled.  Or it’s exciting to see how many orders have come in during the day.  My response – dashboard.  With Avionté each user has counters to see new orders that have come in, new applicants or even applicants who are available today.  Want a little more information?  An integration with Qlikview offers a higher level dashboard to see in real time what is happening in each location.  Even better, reports can be generated in real time to fully understand what is going on with a specific branch or even customer.  Can your whiteboard do that?

Although I would like to see everyone who is reading this article jump up and remove their whiteboard, that simply is not going to happen.  When it comes to change management, baby steps are always best.  Talk with your staff as to why they are continuing to duplicate work.  You will then need to address their need to see a visual on the wall of this information.  Often times it is a lack of understanding of their software.  In the case of Avionté

it is very easy to see all the open job orders and who is available to fill them.  When a job order is filled, it simply drops off the list.  No need to get up and erase it (and risk getting marker on the side of your hand!)

One of the biggest hurdles will be the level of comfort.  Very few people embrace change quickly.  If they have worked in staffing for many years, this is comfortable to them.  Offer to have a push report created so each day at 4pm everyone in the branch or company receives an email with the key metrics for the day ie: new orders, new fills, resumes sent, interviews scheduled, etc.

Good luck to all in making the change! As always, I like to hear what is going on in your world.  Feel free to add a comment as to how you make the change over.

-Angela

by  Brenda Long

When you’re looking for a new technology solution that will essentially run the operations of your entire staffing business, it’s easy to get overwhelmed and caught up in the small details of it all.  What companies often lose sight of and many vendors are glad they do, is ask the very important big picture questions.

There are many more questions that need to be asked when making a staffing software purchase, but these 10 definitely shouldn’t be forgotten.

1. Upgrades: How often does your average client upgrade?  How long does it take to complete the upgrade?
2. Versions: How many different version of your software are in live use?  When was your last platform change for a major release?
3. Upgrade Costs: What costs are involved in upgrading?
4. Clients: How many clients have you lost in the last 12 months?  Why?  Who are they?
5. Data: If we are hosted, how difficult will it be for me to get my data if I leave?
6. Features: What happens if we need a new feature added to the software?
7. Price Increases: How often do you raise your prices?  When was your last increase and how much?  How much warning do you give before an increase?
8. Support: When I call support, do I get a live person or voice mail system?
9. Support Costs: How do you charge for routine support calls?  What is the average ‘extra’  monthly cost to clients besides contracted license fees and maintenance fees?
10. Company: How involved are the owners in the daily operations of the company?  What type of financial backing (VC/Private) does the company have?

Finally, the most important thing to do after you have asked these 10 questions….ask their current and former customers too.

By Laura Schmitz

As many of you know, I travel a lot.  I almost always rent a car and have come to some conclusions:

1.       Best City with no traffic any time of any day: Reno, NV

2.       Worst City for traffic:  Atlanta, GA by far worse than NYC or LA or Paris or London (it once took me 3 hours to go 8 miles in Atlanta on a Tuesday; I’m renting a ten-speed from now on.)

3.       Weirdest highway entrances/exits: Toss-up between NH, Milwaukee, WI and TX

4.       Nicest and most Courteous drivers: AR & OH

5.       Best Drivers (in as far as they know the rules of the road like how to merge, etc.): WA

6.       Worst Drivers possibly in the world:  My home state of MN, it doesn’t matter where you go; the Twin Cities or in the most northern rural cities, they can’t drive!

Whether you look at the passive aggressive speed monitors who hang out in the left lane at 54 mph staying right next to the guy in the right lane or the ever annoying who speed up just as they’re supposed to yield to the merge or those that simply don’t pay attention to the Road construction signs (all 10 of them in ever increasing size, blinking patterns and neon indicating a closed lane); they still wait until they’re going to run over a cone before they get over.   Keep in mind that there are 2 seasons in MN: Winter and Road Construction; so this is a good 5-6 months each year.  But what’s really got me going is a new phenomenon:  NEVER using a blinker.  I mean all of a sudden, you’re driving along and out of the corner of your eye you see a car drifting your way and lo and behold they’re in your lane about 2 inches from your bumper.  It’s maddening!  Do Minnesotans not know about this great, timeless piece of technology called a blinker that allows them to alert other drivers as to their intentions to switch lanes or take an exit or turn?  Do they think that like headlights this has gone automatic and the car just KNOWS to signal for them?  Every day I experience my heart skip a beat as I envision the 10 car pile-up that was just miraculously avoided because some moron didn’t use a blinker and without looking just veered into the next lane.

So, I do have a business parallel to talk about (thanks for letting me get all of that inner road rage off my chest).

Just like the blinker in your car, the signals you send when utilizing the technology you have invested in can be used to indicate to all the other drivers in the business where you’re going.  Software is great, I happen to think that Avionté is some of the best software out there, but if it isn’t paired with a solid base of process and procedure, it’s just like the MN driver weaving in and out of traffic like an out of control race car driver.  Without process, users don’t know how to be most efficient or effective; they become aimless drivers on the highway, nearly avoiding collision all day long.  From applicant to candidate to placement, do you have a process that everyone is following?  From prospect to customer to placing an order, do you have a process that everyone uses? Avionté has great functionality to base these processes around, and we continue to improve upon it.   Are you up to speed on everything that Avionté has to offer to enhance your everyday processes? Are there things that you’re doing that are kind of a nuisance but you have just gotten used to doing it that way or didn’t have the time to see if it could be done better?  Now is the time.   I’ve had the pleasure of visiting and working with clients in the past couple of months to do consultations and refresher training and with even just a few tweaks to process have seen companies increase their productivity and retention by utilizing what had always been there for them to use.  Please contact me today if you’d like to talk about your process, workflow and procedure to ensure you’re getting the most out of your investment but also signaling to your staff the best route to take to reach the ultimate destination: Success.

During a training this week the group was talking about candidates and how to know where they were in the process i.e.: resume sent, interview, refused offer, etc.  Although most of us find ourselves in a candidate rich environment, it doesn’t mean that all the candidates are ones we would want to place on assignment.  More often than not, one candidate is a perfect fit for multiple positions; let the battle of the staffing specialist begin!

I thought back to my days of settling disputes between staff members of who “owned” a particular candidate.  Why did it have to be so difficult?  How did it get to the point of each staff member working with the same person for different positions?  In my case it was due to the fact that in order to see where a person was being considered you had to scroll through all their notes(a large collection of all sorts of information that could not be sorted).  There wasn’t one easy place to see all the candidate statuses for the order or for a particular employee/candidate.

Candidate In the sub menu of the Order, you will see the Candidate section.  Here you can add candidates to an order and update their status.  Your administrator can trigger a message to be added to their record each time their status changes.  Another User can quickly look at the order and see who is being considered and what stage of the process they are in.  This is a great tool for managers as well!

Need to know what orders a specific Employee is being considered on?  Choose Candidate in the Employee sub menu to view all the orders he/she has been a candidate on.  You can also click on Actions, Employee Candidate to see the same information.

Order Description Have you ever wished the Job Description box in Order was a little bigger?  Maybe you need to edit some information and would like to see more than a few lines of information?  Go to Detail in the sub menu of Order and double click on the job description box.  The box will open in a new window with a larger view.

By Laura Schmitz

Business process directly affects customer service, employee satisfaction and the bottom line.  Even slight changes in process can increase revenue and productivity, allowing you to do more with less.  Here’s a quick check list to see if you have some processes that you can adjust today to advance and enhance all of the above.

1.      How often is the recruiting staff touching paper applications or paperwork from applicants in general?

a.      If your answer is more than once, you could improve your process.  Consider the on-line job board and application that includes automatic candidate management functions to take away the pile of paperwork and attach it electronically to your applicant and soon to be employee files.

2.      Do you have written, simple procedures for each area your business?  Is it updated and available to your staff?  If questioned, would every staff member be able to tell you the process?  If you answered no to one or all of these questions, you need to improve your process.

3.      Does your back office staff require more than a day to process payroll and billing? If your answer is yes, you could improve your process.

a.      How many people are involved in these processes?

b.      How much paper is being used? If your toner bill has increased or stayed the same, the process could be adjusted.

c.      Could the front office do time entry, avoiding time needed to inquire about rates, hours and even whether or not someone is on assignment?  Only the front office knows this, why not have them put in the hours and have the back office take it from there?

d.      Does everyone have access to the reports they need?  Do an audit of all of your reports and ask your staff what would be helpful for them to have.

4.      When was the last time your business processes were reviewed? If it’s been more than a year, you should take a look.  Technology, your clients’ processes and your employees are changing at lightening fast speed, your process needs to be ahead of the game.

5.       Is the technology available being used appropriately or even at all by your staff?  Have you shadowed various departments to see how they use the system, offered any refresher training or asked them to assess their own processes?

6.      How many screens does your staff have to open on a daily basis to perform their job(s)?  If your answer is more than three, your staff might need some refresher training to increase their productivity.

7.      Does your staff have the ability to see current employees with unemployment claims to get them back to work? If not, consider turning on this counter for them and making a process for this.

Did you know the answers to all of the questions above?  This is an indication of how well your process is as well, if you don’t know, are you sure someone else does?  Make every dollar count without sacrificing customer service or employee satisfaction and increase revenue by investing time into process improvement.  If you need to change or adjust your processes but aren’t sure where to start or just want some outside perspective, give me a call or drop me an email at laura@avionte.com.  You bought a program with all the bells and whistles; you might as well use it!

by Laura Schmitz

Many of you know by now that I am a loud and proud proponent for paperless processes and functionality.  Do I have some deep-rooted resentment for the post-it note?  A debilitating allergy to envelope glue?  A fateful and traumatizing fax incident in my past?   No, no and maybe.  In fact I have great respect for all of these things and think that each has an honored place in good ole Americana, like the Disco ball and the 8 track.  Unfortunately, just like the Walkman, they have been quickly replaced by ever-changing technologies faster than any of us who began life prior to 1995 ever thought they could be.  In fact, many of us cling to post-it notes like they offer life saving oxygen.  It’s time to move on.  Paperless is here to stay and offers the best way yet to increase productivity, improve customer service inside and out and hold our workforce accountable.  No longer should we have file drawers full of papers that you may or may not have access to or that may or may not need to be shredded.  In a paperless environment, everyone can have access to the same information, simultaneously, without the cost of toner, paper or time spent trying to un-jam a copy machine.   Decisions can be made with all the facts, bills can be paid faster, orders and assignments can matched up better and there are overall less chance for errors or wrong practices.

Usually around this point, somebody pipes up and says “That’s all great Laura, but OUR workers don’t know how to use the internet or email, our people HAVE to have their files and our candidates NEED to fill out our 100 page application”.  Really?  When was the last time you or anyone you know looked something up in the actual white pages book?  Bought and wrestled with a road map?  Filled out with a pen, your whole tax return?   Received an actual paper party invitation (I recently got an Evite to a wedding for Pete’s sake!)?

Is it that the workforce can’t or won’t go paperless or is it because you’re holding on to some shred of the past so YOU can keep the paper security blanket and what you’re familiar with?  It’s time to look in the mirror.  Paperless is a done deal and in the case of the new generation coming into the workforce the only thing they know.  If we want to sustain productive, growing businesses and industry, we have to accept that we can do pretty much everything without a scrap of paper or a pen or a highlighter.

The question is who can do it better?  At Avionté, we have developed many features and functions that eliminate and/or reduce paperwork to increase knowledge sharing, efficiency and ultimately the bottom line.  Just some examples are automated messaging, on-line billing and payroll, electronic document storage and many, many more.  So, I ask you, do you want to be the next exhibit at the Smithsonian; or do you want to be at the on-line table electronically signing the next big deal?  Let us know if you’d like to join the next generation in staffing; paperless counselors are standing by to help you. Send us an e-mail.

In the last couple of weeks I have talked with several companies that are hiring for their internal staff.  This is great news for so many reasons!  First and foremost, it’s exciting to hear that our customers are doing well!  Second, it reminds us that things are on the rebound and they will turn around; slowly maybe, but surely.

Hiring for internal staff can be one of the toughest orders you have to fill.  I remember my days as a branch manager and all the applications I would go through before I found one or two people that I wanted to bring in to interview.

The process is much like filling a temp order.  The branch manager usually pushes the order out to the Staffing Specialist, who in return submits resumes of those they feel are the most qualified (or who they really want to work with).  It’s tough to tell a staffer the person they picked out is not who you are looking for.  Unlike their dealings with a client, they will really push for a good reason why you are choosing not to interview them.  I will admit, I have caved a few times and have been happy with the results.  My lesson; trust the people you have hired to do their job.  If I trusted them with filling orders for my clients, why wouldn’t I trust them with my own staff?!  I learned they are the ones that are on the front lines and are probably not going to choose someone that will make them look bad or leave them with all the work.

After you have carefully selected the perfect person to work in your office, you must train them.  I think there are more than a few managers out there that forget this important step in the process.  Think about on-boarding the new person.  Would you skip doing their I-9?  Hopefully the answer is no.  But training IS part of the on-boarding process.  I attended a conference once that talked about how new employees perceived their new work environment.  Those who did not receive proper training start to doubt if this was the right choice and may start looking for another position.  Although the market is not as tight as it was a few years ago, it still is not easy to find great talent.

In a recent conversation with a new staffer she told me about her training process, or lack thereof.  She was told what she needed to do, but never received an explanation as to why she should do it or how it tied in to anything else.  She felt a bit like a trained monkey, repeating over and over each day the actions she was shown.  No one had time to answer her questions or help her to better understand the processes.  Soon she moved to a different job within the company, one that came with a little more instruction.  She had several ah-ha moments and started to really understand the processes.  Although she was excited and happy about her new adventure, it did make her a little sad that she wasn’t allowed to learn any of this before.  Point of the story; let your staff in on why they are doing certain things.  Don’t keep them in the dark simply because you are too busy.

Think about your current training program for new hires.

Are you…?

• Allotting the proper time for them to receive training?
• Supplying a good trainer for them?  One that is not distracted with other work during training time?
• Committed to making sure your new hire is correctly trained?
• Helping your new hire understand why you are doing things a certain way?
• Avoiding the phrase.. “I had to learn as I went, it’s good for you!”

Properly training a new employee is one of the best ROI you can have.  Take the time to do it and do it right.

One of my favorite books is John Maxwell’s “Talent is Never Enough”.  I was introduced to him several years ago and have enjoyed going back to his theories time after time.  Yesterday my daughter and I had a discussion during a car ride on perseverance.  I happened to have the book with me and had her read some of the Principles of Perseverance (Maxwell, 2007) out loud as we drove.  I can’t say that she greatly enjoyed it, nor was she thrilled about reading (she would rather be texting) but we did end up having a good talk about her upcoming sophomore year and what she needed to expect from herself.

These same principles apply not only to our personal lives, but our business lives as well.  I am surprised how many new start up staffing companies have contacted Avionté recently.  Logically you would not think this was the best time to start a staffing service.  However, those with a little fire and vision see this IS the perfect time to get things going.  Whether it’s a brand new company, a new division or just changing things up a bit.. you are going to need some perseverance!

1. Perseverance Means Succeeding Because Your Are Determined to, Not Destined To

We discussed her soccer “career”.  Last year as a freshman she made the JV team, so naturally she is hoping this year she will make the Varsity team.  We talked about what she has done in the past few months to prepare herself for this and why she thinks she deserves a spot on the team.  She didn’t tell me about all the hours she has practiced or the drills she has done, it was simply because she deserved it.

Many of us feel that we “deserve” a lot of things, but forget the thought, actions and determination it takes to get us there.  Vince Lombardi said, “The difference between a successful person and others is not lack of strength, not a lack of knowledge, but rather a lack of determination.”  The greatest achievers don’t sit back and wait for success because they think they deserve it. (Maxwell, 2007)

2. Perseverance Recognizes Life is Not a Long Race, but Many Short Ones in Succession

I would love to tell you that my daughter is one of those children that knows exactly what she wants in life and is always pointed in the right direction, she is not.  She is full of life and spirit and changes her mind as the wind blows her in a new direction.  It’s hard for her to think about what she wants to do 3 years from now, let alone what she wants to do in 10 years.  To a 15 year old, three years is forever!   We talked about what she needs to be doing now to prepare for college, what classes she needs to take and how she needs to work on self discipline.  All of these things are small steps towards the bigger one.  By keeping herself in motion she will get to where she needs to go.

This theory works well in staffing as well.  As the recent economy has shown us, we don’t always have control of the external situation, but we ALWAYS have control of the internal situation.  To be successful you need to just keep plugging away. (Maxwell, 2007)

3. Perseverance Is Needed to Release Most of Life’s Rewards

At a sales convention, the corporate sales manager got up in front of all two thousand of his firm’s salespeople and asked, “Did the Wright brothers ever quit?”

“No!” the sales force shouted.

“Did Charles Lindbergh ever quit?” he asked.

“No!” the salespeople shouted again.

“Did Lance Armstrong ever quit?”

“No!”

He bellowed for a fourth time, “Did Thorndike McKester ever quite?”

“Who in the world is McKester?” they asked.

“Of course you have never heard of him—because he quit!” (Maxwell, 2007)

My daughter spent several minutes telling me how hard school was for her and how she wanted to take some easier classes this year (avoiding as much math and science as possible).  I asked her how she would prepare for the classes she would need to take in college that required math and science.  She didn’t know.  All she knew is that she wanted to quit before it got too hard.

It is tempting to look for the path of least resistance, but the outcome will not be the same.  Rise up to the challenges ahead and enjoy the opportunity for some growth and development!

4. Perseverance Draws Sweetness Out of Adversity

Years ago my mom and I had a discussion about raising children and how they need a little adversity in order to make them grow.  She gave the example of a tomato that is grown in a greenhouse.  It is given everything it needs to grow and thrive; food, water and light.  The tomato plant does very well while in its greenhouse environment.  However, if you take that plant and put it outside chances are the weather and elements will kill it.  We need challenges and experiences to grow and continue to strengthen ourselves.  Many will look at the recent turn in our economy as an unfortunate turn of events that hurt their business and caused them pain.  While others will look at it as an opportunity to become better and come out the other side stronger and more successful than before!

5. Perseverance Has a Compounding Effect on Life

Author Napoleon Hill says, “Every successful person finds that great success lies just beyond the point when they’re convinced their idea is not going to work.” (Maxwell, 2007)  When we do the right things, make the right choices and keep moving forward we will see ourselves getting closer to the goal.  By practicing perseverance in one area of our life, it will spill into other areas as well.

My daughter and I continued talking about school and how it was a bit difficult for her, and how other kids just seem to “get it” right away.  She expressed several times how much she wished that was her.  I asked her about soccer and how she got to be so good at it?  She told me that she practiced.  When I asked her if practice was always easy she told me how hard they had to run and how tired she got and sometimes she didn’t really like it, but loved playing games.  We talked a bit more that school was just like soccer; you have to practice to get good at it.  It’s not always going to be fun or easy, but you just have to keep the end goal in mind.

If you can apply perseverance to one area of your life, it gets a little easier each time to add it to other areas of your life.

6. Perseverance Means Stopping Not Because You’re Tired but Because the Task is Done.

“Success is a little like wresting a gorilla.  You don’t quit when you’re tired – you quit when the gorilla is tired.” Robert Strauss

7. Perseverance Doesn’t Demand More Than We Have but All That We Have

Perseverance is an investment.  It is a willingness to bind oneself emotionally, intellectually, physically, and spiritually to an idea or task until it has been completed.  Perseverance demands a lot, but here’s the good news; everything you give is an investment in yourself. (Maxwell, 2007)  I love those two sentences!  However, I think my daughter loved them even more, knowing the chapter was done and she could get back to her texting!

My hope is that one day (hopefully not too far in the future) she will think about our discussion one summer day in the car and realize that everything she wants is within her grasp, if only she is willing to persevere!  It’s a tough concept and it’s even more difficult to live it day after day; but it truly is an investment in one’s self, one that will pay back time after time.

Many Avionté clients have already taken advantage of a seamless integration between the Avionté staffing software system and the Global Cash Card Solution.   If you are seeking a 100% paperless payroll, you can now pay employees instantly with a prepaid ATM card or prepaid Visa or MasterCard debit card.  On top of the reduction of paper and processing costs, Avionté now offers clients the efficiency and time savings of having it integrated with your staffing software system.   If you have ever considered a paycard solutions, we’d like to introduce you to our industry partner – Global Cash Card.   “In comparison to our prior card and software system, working with Global Cash Card and Avionté is a vast improvement both in terms of system improvement and the overall benefit a paycard should provide. We are so pleased with the process that we are transitioning all of our pay process to the Global Cash Card.” Al Bacon, CFO of LaborWorks Industrial Staffing Global Cash Card and Avionté will be hosting a special educational Webinar for Avionté clients on July 20th, 2010 @ 11:00 am CST.

• Understand the benefits of using paycards
• See an overview of the Global Cash Card solution
• Learn more about how the GCC and Avionté integration works.

If you are interested in learning more about the Global Cash Card solution and integration or to register for this free informational webinar, please email Brenda Long at brenda@avionte.com

I have written a good deal about evaluating your processes and procedures over the last few months.  I think this is something that as an owner, manager or even a staff member you should be doing on a regular basis.  I’m not talking about once or twice a year, but on a weekly basis.  The landscape of staffing is an ever changing one.  New challenges, problems and issues arise on a daily basis.  So sit back and take a few minutes to think about the following scenarios; what are your current processes and procedures and could you make them more efficient?

How much time are you spending between different software programs?  As Avionté users you should be spending the majority of your time within the Avionté program.  Take a minute to think about a process that you leave the software for.. could it be done in Avionté?  A few weeks ago I worked with a client that wanted to assign tasks to various staff members.  Instead of using their Outlook (like they had in the past) they started using the Message section.  This not only allowed them to task other users, but kept a record of it in the Customer/Employee/Order.

Reports – No need to create hodgepodge reports in Excel.   All the information you enter into Avionté can be pulled back out to create a report.  Our software comes with over 50 standard reports.  Chances are you will find the info you are looking for.  If not, let us know.  We can talk about creating a custom report for you.

E-mail Communication – By sending your e-mails through your Avionté system you are able to keep documentation of who, what and when.  Other users will also have access to seeing the same information in the message section.  Coming Soon!  Group and marketing management features.  This is a big new CRM enhancement.   You will now be able to put Employees, Contacts and Customers into groups and manage those groups.   From within the groups section, you can log messages, add or remove people from the group, create follow-up tasks and appointments, send mass emails and generate form letters.  This feature works in conjunction with Favorites.  This feature also allows users to send email without using Outlook.

Documents- Keep all your documents within Avionté.

Resume Generator- Supply your Customers with the information they need.

Maps- Use Show Map in Actions to auto populate information.

Web Portals- Are you still asking applicants to fill out paper applications?  Consider the resources for just one application?  The printing costs, wage/time of the person entering it, and then someone to file it.  How about timecards?  If you are not already using our portals to allow your Employees and Customers to manage online timecards.. now would be a good time to think about it.

Are there other functions that you or your staff is leaving your current software to do?  Shoot us a message, we would be happy to evaluate and let you know if you can save time and work more efficiently by incorporating the process within you staffing software.

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