FAQ on WOTC, Do You Know the Answers?

Some employers are not aware of the Worker Opportunity Tax Credit (WOTC) program, and that they could be receiving a significant amount of tax credits every year. If you’re unfamiliar with this incentive opportunity, WOTC offers tax credits for employers who hire and retain individuals of certain target groups that face significant barriers in obtaining employment. This federally funded incentive has been rewarding businesses in the form of tax credits since 1996, and has been granted many extensions past expiration dates for its positive impact on businesses and U.S. citizens. The program has morphed throughout its existence to help specified target groups with an identified statistical disadvantage in finding work opportunities. U.S. employers can potentially earn tax credits from $1,200 up to $9,600 per qualified new employee by simply incorporating a questionnaire during the application process and submitting documentation within regulated deadlines. Because of its frequent changes through legislation, it can be challenging for staffing professionals to keep up with how to track eligible new employees for claiming these tax credits. Below are some frequently asked questions regarding WOTC based on the latest 2016 extension to continue the WOTC program until December 31, 2019.

  1. Is WOTC a requirement among businesses and new employees?

The WOTC program is voluntary for businesses to take advantage of. Candidates and new employees can opt-out of identifying themselves as part of the target groups during the application process if they prefer not to disclose that information.

  1. Can staffing and recruitment agencies participate in WOTC?

As long as your company is considered the “common-law” employer, eligibility status for tax credits should be achieved. However, it is best to consult with your company’s tax professional to ensure your business model meets all the necessary requirements.  

  1. Does our company have to manage WOTC ourselves?

With the strict application deadlines and required paperwork, WOTC administration can be a difficult task for busy staffing professionals to keep up with. Luckily, third-party WOTC management companies like our partner MAXIMUS, electronically track candidate eligibility and submits documentation on your behalf, to ensure all regulations are met correctly to obtain earned credits.  

  1. Who is eligible for WOTC?

Only new-hires are eligible to be submitted for tax credits if they fall within the specified target groups. This excludes current or rehired employees. The chosen target groups are selected based on difficulty for specific demographics to obtain employment.  Some of the most common groups that employers claim tax credit for include:

  • Military Veterans
  • Individuals that have been unemployed for 27 consecutive months
  • Temporary Assistance for Needy Families (TANF) recipients
  • High-risk youth
  • Qualified summer youth residing in an empowerment zone
  • Ex-felons
  • Food stamp recipients
  • Supplemental Security Income recipients
  • Vocational rehabilitation referrals

The benefits that WOTC provides private sector businesses are definitely worth taking advantage of. With the cost savings your staffing agency could potentially earn through tax credits, be sure to confirm your company is eligible to participate. Through our partner MAXIMUS, we provide an integrated WOTC solution with our Adapt Onboarding solution to eliminate the added administrative burdens and disruptions in business activities. To learn more about how our staffing technology products can help drive your company toward operational excellence and efficiency, schedule a demo today!

7 Ways Recruiters Can Be More Productive Using Adapt Temp Shift Features

As a high volume, fast turnaround temp recruiter, simply having shift and rate software functionality isn’t always enough. That’s why the temp shift features in Adapt are designed to provide a dynamic approach to temp placement. Shane Wheeler, Marketing Communications Executive, Adapt shares his ‘Magnificent 7’ Adapt temp shift features – with tips on how to use them for the highest levels of productivity…

1. Bulk update pay rates

Renegotiated agreements and need to apply rate updates across your client base? All named rates within the Adapt ‘rates matrix’, such as ‘Overtime 1’, ‘Weekend’, ‘Bank Holiday’ and so on, are handled as multipliers of their corresponding base rate, meaning you can simply adjust the base rate and all the named rates associated with it will be adjusted too. Minimum Wage increase imminent? With the Adapt rates matrix, you can easily increase it across your full database of workers…and even do so ahead of time by setting an ‘effective from’ date.

2. Single shifts, multiple rates, one solution

Finding it tricky to ensure rates are calculated correctly when single shifts span different rate bands (such as evening shifts rolling into night shifts)? ‘Rate Time Definition’ functionality within Adapt defines exactly when named rates apply. By separating the times of day from the shifts themselves, shifts spanning different rate bands are calculated correctly every time. Trickiness eliminated!

3. Shift times – define once, apply indefinitely

Looking for an even easier way to apply the correct rates to shifts? Smart ‘Shift Time Definition’ functionality in Adapt enables you to pre-define shifts on a per-client basis. If your client company has set start and end times for, say, morning, afternoon or evening shifts, simply input those details once (with paid or unpaid breaks where applicable) then use that Shift Time Definition to quickly apply the correct rates going forward. One click, done.

Along with the base rates used above, holiday pay, National Insurance, pension contribution, margins (%) and mark-ups (£) are also quickly and accurately calculated.

4. Rate Book = Framework

If you’re thinking the above tips sound good, but they’re separate elements and the ability to apply them all at once would be even better…you’re right! That’s why Adapt has functionality called ‘Frameworks’. A Framework is an unlimited collection of rate matrices which can be used for any pay rate agreement.

PSL, client, industry or collective rate agreements? No problem. Just create a Framework (at an agency or client level) including sets of rates (such as job types, national or industry standards) and use it where applicable – dramatically reducing manual input. You can even ‘lock’ Frameworks to ensure your consultants always charge the correct rates.

5. Candidate availability – don’t assume, confirm

Are you using a system which assumes a candidate is available simply because they’re not unavailable? When it comes to candidate availability, that assumption can cause problems and more work for your consultants. A clearer view of candidate availability is needed and Adapt provides it by enabling you to record confirmed availability and confirmed unavailability. Users can record holidays as usual of course, but they can also record that they’ve spoken with a temp and confirmed their actual availability; and the candidate searching functionality will effectively use that information by only finding available candidates for your assignments.

6. Work with candidate preferences

Available or unavailable is one question, but wouldn’t it be helpful to know when your candidates would prefer to work, even at short notice? We think so, and that’s why Adapt has ‘Candidate Working Preferences’ functionality enabling consultants to not only record when a candidate would usually prefer to work (“Monday to Friday, no weekends.”), but also update this information should they become available at short notice (“I know I don’t usually work Sundays, but I’m free this Sunday as it turns out…”). It’s also possible to choose how candidate searching works when candidate availability is unknown – simply set the system to assume candidates are available, unavailable, or refer to the ‘Candidate Working Preferences’. More options, more opportunity.

7. Bulk book, bulk unbook and bulk modify

Have your consultants ever dealt with a situation like this? They book twenty temps to work at an event for two days, only to receive a call at the end of day one to say that the event wasn’t as busy as expected and only ten workers are required for day two – and they can all start an hour later as well… In these cases, the bulk-booking, bulk unbooking and bulk modifying functionality of Adapt certainly comes in handy!

Like to see the above features in action? Book a demo of Adapt today.

Five Marketing Tips to Promote Your Company’s Career Site

Utilizing your company’s career site is a great way to incorporate free job postings in your recruitment strategy.  There is a lot of information on the web about creating the perfect job posting, but how do you get needed web traffic on your site to view them? Your agency’s online source of open opportunities is a centralized location where engaged candidates can easily check and apply for jobs and can potentially be a cost-effective advertising method. However, without frequent site visitors it can be difficult to maintain applicant flow from your career page alone. By implementing the below marketing tips, you can help drive traffic to your company’s job site without a hefty advertising budget.

  1. Email alerts

Send emails on a regular basis alerting passive candidates of current opportunities. This will position your staffing agency as a continuous source of available opportunities and keeps your brand at the forefront of candidates’ minds when actively searching for new jobs.

  1. SEO

When a job seeker uses Google to search for opportunities in his or her local area, ideally your website appears on the first page of the search results. This is accomplished through developing and implementing an SEO strategy. The many benefits of an SEO-friendly job posting contribute to your overall site’s search rankings. By creating new site content regularly, implementing keyword strategies and ensuring meta titles and descriptions are well constructed, your agency’s website will have the basics needed for competing with other companies for better online visibility.     

  1. Social media

When used effectively, social media can help develop a community that’s dedicated to your brand and what your business offers. Some staffing agencies use platforms like LinkedIn, Twitter and Facebook as job feeds, which is a risky approach. If your company’s career site is updated with new opportunities as they become available, advertising each individual position on social media can be repetitive work for your team and does not resonate with brand followers who are not in the market for a new position. Instead, look for ways to visually personify your agency while continuously reminding followers to check your website for new job postings. Ideas for this approach would include:

  • “We’re always looking for night owls interested in 3rd shift positions, check our site frequently for any opportunities near you!”
  • “Welcome to our new recruiter Emily! She might call you if you’re a qualified applicant for one of the positions listed on our website.”
  • “We’re gearing up for seasonal jobs this holiday season, keep an eye out for overtime opportunities on our website!”
  1. Submit your site to job posting aggregators 

Job aggregators collect job posting URLs on one site so job seekers can view multiple opportunities at once, such as Indeed and Simply Hired. You can submit XML files to these types of sites provided from your IT department or recruitment software provider. Your company’s job postings will perform better with a SEO-friendly URL, contact us today to learn more about how our digital job posting solution will give your staffing agency this type of advantage!

Driving continuous traffic to your company’s career site ultimately can help save time on sourcing for hard-to-find talent. If your recruitment software is not designed to keep your teams efficient and help improve candidate engagement, contact us today to learn more about how our staffing technology solutions can help make your staffing agency more profitable!

What’s in a Name? – Naming Your Recruitment Company for Memorable Success

Starting-up a new recruitment business? Your chosen company name will herald your arrival and empower your business at every turn…if it’s the right name.  Shane Wheeler, Marketing Communications Executive, Adapt loves brand names, especially the smart and memorable ones, and shares some tips to consider and action when naming your company…

The word ‘Hoover’

Brand, company and product names have always fascinated me. I can’t remember my exact age, I guess about seven or eight, but I can remember the exact moment this fascination began. As my Dad finished hoovering the living room carpet I asked, “Dad, where does the word ‘hoover’ come from?” and his reply blew my little mind; “Hoover is actually the name of a company who make vacuum cleaners, but everyone calls them hoovers and using one is called hoovering.”

A company name latching onto the public subconscious so tightly that it became a verb impressed me then and it still impresses me now. By luck or design, Hoover discovered the ‘Holy Grail’ of branding. We’re not ‘fording’ down the road or ‘colgating’ our teeth, but we are hoovering – even with our Dyson’s.

More recently, Google has pulled-off a similar feat, ‘Google it’, and Apple smartly added an ‘i’ to ‘Phone’ to grab the consumer subconscious with retrofit style – but examples such as these are rare.

The Adapt team often work with new start-up recruitment businesses and we’re always interested to hear their chosen names. Some names will keep cropping-up and we’ll notice how memorable they are – which is a good sign!

So, will the name of your new start-up recruitment company successfully burrow itself into the grey matter of your clients and candidates? Will it always spring to their minds? With some thought and preparation, it will stand a better chance of doing so – and potentially take hold in ways which tangibly help your business to succeed and grow.

Why is the right name so important?

Naming your new business is one of the first and most important things to do. The wrong name can quickly undermine a lot of good work. Worse still, it can continue to do so throughout the life of the business. If your company name isn’t clearly and memorably representing your services, imagine the extra work constantly explaining what it means or what your company does…

The name is the first thing any prospective client or candidate will notice, long before your supporting sales and marketing materials filter through to them. The name must be appealing. If your competitors’ names look or sound more attractive, that equals more work for you. As a new start-up, your company name is your calling card and will be instantly judged by your marketplace – it has a LOT to do.

Would things have panned-out differently for Google had they stuck with their original name, ‘BackRub’? Chances are, people would have been confused and not taken the name to heart; and ‘BackRub it’ would never have become a quick way of saying ‘Search for it online via Google’.

[tweet_box design=”default” float=”none”]The right company name will deliver your message quickly and memorably, the wrong one will confuse and soon be forgotten.[/tweet_box]

Words to consider

As a recruiter, you can, of course, use the word ‘Recruitment’ in your company name, which is certainly helpful, but the word/words preceding it can add real advantages when it comes to the ‘smart and memorable’ factor. Think carefully about how strong the name is and what it really means…to you, your clients, and your candidates.

Helpfully, when you boil them down, there are only a few different types of company name. You could use your full name or surname, your location, your recruitment specialism, a ‘made-up’ name like Zapier, or a well-known word which evokes the feelings you’re looking for, such as Apple (crisp, fresh) or Amazon (huge, colourful). The type of name you choose will give that first impression of the type of business you have.

Do people like saying the company name? Does it roll off the tongue or twist it? Not only will you and your team be saying it numerous times a day but, hopefully, your clients and candidates will be too. Make it easy for everyone to get right, because if it’s difficult to say, it will be difficult to hear and it won’t be recognised or remembered (at least not easily). The same goes for how it looks. Does the name look good handwritten, in various fonts and as a sign above your door?

Some words are just, well, cool and people will like them. It’ll be great to have one or two of those on your side, generating interest in your business.

Words to action

Google your shortlisted names and see what comes up! Look out for competitors, ‘iffy’-looking websites/companies, or legitimate companies already trading under your chosen name, or something too close to it for comfort.

Once you have a shortlist of names for your business, check the Companies House register to find out if they have already been taken. The GOV.UK website has some great advice for checking existing names, covering all the angles and avoiding pitfalls when settling upon a new name – here. Also, consider any businesses already well established in other countries (United States, ASIA Pac region etc.). While you might start off small, any plans to expand internationally could be halted or just plain confusing if you have the same name as another company.

Your clients and candidates will expect to see your company name book-ended by www. and .com/.co.uk as your website’s URL, so be sure to check the right domain names are available ASAP.  It’s a good idea to snag yourself several possible variants too, should your site need them in the future. Google ‘domain name availability’ and you’ll find numerous sites to help you do this and…

Register your final chosen name.

The name which will empower your business and marketing efforts to follow in a smart, recognisable and memorable way. We look forward to noticing how cool it is.

Five MORE Work Hacks for Successful Full Desk Recruiters

Are you new to recruitment or looking to develop your work ethic?  Here are  five more invaluable work hacks to help you make the most of your time; and offers heartfelt advice to those considering a career in recruitment… 

Miss the first five work hacks for full desk recruiters? Check out the first post on our blog to catch-up.

  1. Start early, leave late

When I was new to the industry, I was always interested in how full desk recruiters who started early and left late tended to be the most successful.  It’s not about being seen in the office at those times, it’s about maintaining a busy day.  There’s a lot to do on a recruitment desk and 9 to 5 simply isn’t enough time to cover it.  Always be conscious that arriving early to learn, make contacts and post and fill jobs is what makes one recruiter stand out from another.  You don’t need to be ‘always on’, but you do need to put yourself in your clients and candidate’s shoes.  Your clients don’t want to speak with you outside of office hours but your candidates might!  So, if you want to speak with them, you must be available.

  1. Take a lunch hour

Calling candidates on their lunch hour may seem like a good idea but, in my experience, it’s rarely successful.  Lunch hours vary from company to company, so you’ll need to know when your candidate takes lunch and have their mobile number…it soon becomes tricky.  If you’ve made previous contact with them and you’re building a good rapport, they’re more likely to take your call during lunch.  So, my advice is – take a lunch hour and give yourself a break.

  1. Have an ‘open phone’ policy

Depending on the market you staff for, most jobs are 9 to 5 so you’ll probably be speaking with candidates outside of these hours.  Have an ‘open phone’ policy where you’re willing to take calls before and after your working hours (including starting early and staying late).  Say, anytime between 8am and 11pm.  Give your candidate time to get home, put their kids to bed, have dinner and then have time to speak with you.  If 10:30pm is their only free time, call them at 10:30pm – especially if they’re a good candidate – it’s worth your time.  That half hour outside of office hours will pay off.  Sometimes, it’s the most important half hour of your day, and sometimes it’s the most important half hour of the day you never had.

  1. Don’t be ruled by email

If someone wants to speak with you, especially if it’s urgent, they will call you.  If they email mentioning they would like to speak with you at some point, it’s probably not that urgent.  When you finish for the day, have a family life, have a social life, put your phone down and forget about it.  If you’re constantly checking emails, you’ll feel like you’re working all the time and risk burning out.  If you need to make a call at 10:30pm, make that call and put your phone down again.  Build some boundaries into your busy day.  Move from ‘I’m working all the time, I’m checking my emails.’ to ‘I don’t check my emails between 5pm and 8am.’  Consider an out of office email response with words to the effect of: ‘If you’re a client or a candidate with an urgent issue, please call me on my cell phone now.  Otherwise I will respond to your email tomorrow.’  It’s not going to benefit you, your client or your candidate to reply to emails in the late evening, it might make you look like you’re working hard, but I would prefer seeing someone working smart.

  1. Remember, recruitment is not an easy option to make money

Recruitment is a long game.  Once you’ve developed your pipelines, you may be able to take more work home with you (and I recommend doing some aspects of your work outside of office hours, such as client research), but the important thing is your mindset.  Get into the same mindset as other full desk recruiters and let your Manager see it.  Prove to your Manager that you’re a recruiter for the right reasons and you’re not expecting an easy money-making option.  You can earn a lot as a recruiter, but it’s not a quick and easy 9 to 5 job.  If you treat it that way, you’ll see your colleagues performing better than you and get frustrated – or you simply won’t deliver what’s required to sustain your desk, or your job.

Is recruitment right for you?

If you’re questioning whether recruitment is right for you, if you will like it, if you can do it…you may need to take a step back and evaluate what you really want from a career.

Full desk recruiters can’t make everyone happy all the time.  Colleagues, clients, candidates – you’ll do everything you can, but due to the nature of the job you might not make them happy.  When you put five candidates forward, only one is going to get the job.  When you put five candidates forward and none get the job, you’ll upset six people – five candidates and your client…

Recruitment is a lifestyle in how you get out there, meet people, engage them, learn their needs, aspirations, and genuinely help them.  Whether it’s helping an organization to succeed or helping someone find their dream job, working as a recruiter can be extremely rewarding – if it’s right for you. If you’d like to learn more about how your recruitment software can help streamline your workflow for maximum efficiency, contact us today! 

4 Tips for Creating the Perfect Job Posting

Because of the many challenges that come with recruiting in a tight labor market, recruiters often publish job postings on company websites and online job boards. When enough responses are collected from qualified applicants, this tactic can save recruiters time on sourcing for candidates. Online job postings are a great way to not only promote open positions, but to also expose online visitors to your business. Since a lot of companies and other staffing agencies utilize online job postings as a method for sourcing candidates, the below tips and tricks can maximize your chances of reaching your targeted talent pool toward order fulfillment.

  1. Pick a simple, searchable job title

The job title is the most important part in a job posting since it needs to match keywords that job seekers use in search queries. The client might say he or she is looking for a Customer Success Advocate and sends you a job description that describes a typical Call Center Customer Service Representative. Choosing to advertise an opening under a job title that is not commonly searched can be detrimental to your response rate. Make edits to client-specific titles and verbiage within a job description so that candidates will easily find your position.  

  1. Do not use the job description sent from the hiring manager without editing

After you have determined a simple, searchable title it can be tempting to simply use the job description provided from the hiring manager to save time. This approach risks a negative impact on search engine rankings and could potentially confuse job seekers. By developing original job posting content, you can easily ensure the verbiage is understandable and contains correct information.

  1. Point out perks, but don’t look like spam

When competing with other organizations for filling the same type of role, promote the company-specific perks that come with the position you’re staffing for. For some job orders, this may require some creative thinking and in-depth knowledge of the working conditions. For example, you might not see any competitive advantages for a data entry position in a typical office setting. Highlighting small perks like free coffee, a positive work environment, training opportunities, or any other benefits could potentially make your posting stand out and motivate job seekers to apply.

When identifying positive aspects of an assignment, be sure to avoid writing styles that could come across as spam, such as typing with the Caps Lock key on, excessive use of punctuation to emphasize something, grammatical errors, and being too vague in the job description. By presenting assignment information in a clean, professional format your posting is most likely to appear as a credible opportunity.

  1. Follow Search Engine Optimization (SEO) guidelines

Following SEO guidelines for job postings is important for your website to become more visible on search engines like Google and Bing. Since job boards also use search engine technology in presenting opportunities to candidates based on keyword relevancy, it’s a beneficial strategy for most posting platforms. Although very much worth the effort, it can be time consuming for recruiters to create a job posting that meets all the necessary SEO requirements. Consider creating an SEO-friendly job posting template to easily input specific assignment information while maximizing your chances of getting the most online visibility.

Job postings are a great way to find new talent and engage passive candidates in your database, both on job boards and your agency’s website. By implementing best practices such as choosing a searchable job title and writing for SEO in a professional format, you’re more likely to receive applicant flow from qualified candidates. A recruiting software that is designed to keep your team at maximum efficiency will allow you to spend more time sourcing and less work on administrative tasks. For more information on how our front office solutions can make your recruiting processes more profitable, contact us today!

Elk Recruitment Invest in AdaptUX to Streamline Niche Recruitment Processes

Elk Recruitment LogoElk Recruitment – award-winning firm specialising in permanent and contract mid to senior level professionals within the Fenestration, Façade, Curtain Walling, Construction and Medical Device industries throughout Europe, Asia, North and South America – have selected Bond International Software, the global provider of staffing and recruitment software, to provide AdaptUX OnDemand recruitment-specific CRM via high-speed cloud service.

Carlow, Ireland-based with a second office in central London, Elk Recruitment was founded in 2015 by Clive Dunne; Managing Director with over sixteen years of experience working within the agency’s specialist sectors. Priding themselves upon their quality and service, the Elk Recruitment team aim to exceed the needs and aspirations of both their clients and candidates alike and remain focused on building long-term, successful relationships. Proud members of the National Recruitment Federation (NRF), Elk Recruitment execute their processes to the highest standards and consistently add value within their niche marketplaces.

Previously using a general CRM, Elk Recruitment decided to upgrade their system to add efficiencies across their processes and tangibly enhance lead generation, business development, e-marketing, job distribution and candidate sourcing to effectively renew company growth. Upon reviewing several leading recruitment software packages, the Elk Recruitment team selected AdaptUX due to the system’s inherent recruitment cycle workflows, seamless Broadbean integration and overall ease-of use via the latest user interface. Their implementation includes-

  • Cloud/SaaS (Software as a Service) – Bond OnDemand enables users to log-in and use AdaptUX wherever they have internet access
  • Adapt Studio – enabling users to choose from built-in recruitment dashboards or design their own based upon their preferred working methods
  • Lead Generation – real-time business development dashboards within Adapt Studio enable users to effectively track leads and opportunities and grade their priority
  • Broadbean integration – seamless integration between AdaptUX and Broadbean delivers users advanced job distribution and candidate sourcing technology
  • Marketing Mailshots – enabling users to target relevant contacts or candidates with effective marketing mailshots. Bulk email using flexible templates, accurate formatting and personalisation details
  • Adapt InTouch mobile app – allowing consultants to access AdaptUX via their smartphones and effectively recruit on the move

Clive Dunne, Managing Director, Elk Recruitment, comments, “We constantly focus on delivering services which add real value and stay relevant to our market sectors so, when the time came to upgrade our CRM, we were looking for the most intuitive software for generating leads, developing new business and sourcing the right candidates. Comparing a number of well-known systems, we found AdaptUX to be the most streamlined and easy to use by far, and the Broadbean integration is the best we’ve seen; displaying and working beautifully within AdaptUX. We’re enjoying using the system and we’re confident we’ll be adding more consultants to it soon.”

Toby Conibear, Global Sales Director, Bond International Software, comments, “Working globally and within niche sectors, Clive and the team deliver a level of quality and service only those with the most extensive experience and refined processes can truly offer – a fact reflected in their numerous glowing client and candidate testimonials. We are delighted Elk Recruitment have selected AdaptUX to add new efficiencies and help further grow their business, and we look forward to seeing what’s next for this highly regarded agency.”

Bond Staffing Software Releases AdaptSuite 3.8 – Compass now Includes Mobile Career Site

The release of AdaptSuite 3.8 includes updates and new features such as the Compass Career Site and a seamless integration with MAXIMUS for Work Opportunity Tax Credit (WOTC) services.

This Compass Career feature provides a mobile-friendly, unified location for candidates to review open jobs, apply for jobs and complete all onboarding requirements. Administrators can manage and customize job applications to meet business needs.

The Compass Career Site enhances the candidate experience with a user-friendly, responsive interface to search for jobs by keyword and location from any smartphone or device. Each individual job posting generates a keyword-centric URL, instead of numerical codes, for maximum online visibility on search engines and job posting aggregator sites. This new feature gives staffing agencies a competitive edge in digital recruitment efforts through Search Engine Optimized (SEO) job posting enhancements and the ability to customize applications for improved user-experience.

The WOTC integration with MAXIMUS allows agencies the option to maximize their tax credit potential. This WOTC integration collects and tracks eligibility requirements from candidates and submits documentation on new-hires within time constrictive deadlines on behalf of the employer. Because MAXIMUS provides tracking and the handling of WOTC-related processes, staffing agencies collect earned tax credits through qualified hires without any disruption to onboarding workflows or additional time taken away from revenue-generating activities.

Additional enhancements in the AdaptSuite 3.8 release include GL export enhancements, check reconciliation functionality, new workflows for separating and rehiring temporary employees, and reporting updates.

Overall this new release ensures staffing agencies are equipped with tools to increase online applicant flow and effortlessly participate in the WOTC government program while increasing efficiency in back office processes.

For more information on Bond U.S. and Bond AdaptSuite staffing and recruiting software, please visit www.bond-us.com or call 800-318-4983.