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7 Ways We See Your Competitors Beating You

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Voice and text broadcast integration to your recruiting and staffing software can automate routine tasks and improve your competitive advantage.

Guest blog by Adam Arnold

By now most light industrial and clerical staffing firms have at least considered using automated voice broadcast to fill open positions with a single call.  Staffing firms are eliminating mind-numbingly boring processes and proactively communicating with associates in many other situations, too.  Some call it efficiency, and others just call it making life easier.  I prefer to look at it as another way to beat your competition.  Here are my seven favorite non-job fill uses of Call-Em-All by staffing clients:

  1. Chasing Down Missing Timesheets

    “Before you leave today, please make sure your timecard has been submitted.  If you have questions, please contact us at…..”

  2. Sending W-2s to the Right Address the 1st Time

    “If you have moved or your information has changed since we sent your 2011 W-2, please contact payroll at……”

  3. Changing Shifts

    “This is ABC Staffing calling to let you know of a cancellation (or recall) of third shift.”

  4. Weather Closings

    “This is ABC Staffing calling to let you know that due to this evening’s snow storm, third shift has been cancelled.  We will keep you up to date as weather conditions evolve.”

  5. Open Enrollment

    “Don’t forget that Friday is the last day to submit your changes during open enrollment.  Please contact HR with questions at…….”

  6. Wakeup Calls

    “This is ABC staffing calling to remind you that you begin work at XYZ company today.  Your shift starts at 8:00am sharp!  If you have questions, please contact me at…..”

  7. Dress Code

    “Don’t forget that your work assignment requires steel toe boots, a black jacket, and hairnet.”

  8. Unemployment Hearings

    “Your honor, we offered him 3 jobs and included him on 12 job opportunity broadcasts, but she is seeking unemployment compensation.  See these offers and call results?”  (OK, so this is not a broadcast, but it IS great result of good data!)

Are you trudging through the same calls over and over while you could be doing something more engaging?  Think automated calling & texting can improve the efficiency in your office?

Call-Em-All is an integrated partner with Bond Adapt, eEmpACT, and StaffSuite staffing and recruiting software.  If you do not yet have an account, you can try it for free by clicking here.

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Adam Arnold is Director of Business Development at Call-Em-All.

 

Advice For Successful Onboarding of Contingent Workers

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I’m just going to be blunt – coordinating the successful onboarding of temporary employees with your clients can be a huge challenge.

While external tools like our own staffing software can help you discover better matches, there will always be outside factors that can prematurely poison a relationship.  And unfortunately, even if the relationship between your clients and temporary employees grows negative outside of your control, it will still reflect poorly on your staffing agency – from the viewpoint of both your client and your candidate.

While you will never have complete control over how your clients onboard contingent workers, you fortunately can take some actions to ensure your agency is seen as a conduit to a successful employee / temp relationship.

First and foremost, ensure you can draw a straight line between the objectives of your candidates and the objectives of your clients.  Do you have a shipping client that simply needs an influx of workers for the holidays?  This will likely not be a fit for a candidate seeking temp to hire.

Next, ensure you have a clear understanding of the unwritten needs and capabilities of your candidates.  For instance, it makes no sense to place a temporary worker with a client that pays $1 or more per hour less than the candidate’s asking price.  Even if everything else appears to be a fit, this relationship will likely end quickly, forcing you to rush a new candidate into place.  Additionally, if you have candidate that depends on public transportation, it makes little sense to place them with a client located far from any bus or train lines.

Finally, ensure you have a clear understanding of your client’s onboarding process – and when necessary – suggest subtle improvements.  I am not suggesting that you demand changes, only that you consult where necessary – based, of course – on your experience with other clients.  While this may at times be a bit out of the scope of your agreement – it can help to position your staffing agency as an indispensable consultant – even helping you to capture more revenue from that client when budget time rolls around.

No, you can’t completely control how your clients onboard contingent workers, but you definitely can set the stage for a beneficial relationship.  By keeping the insight above firmly in mind, you can expect better success.

To learn more about how staffing software by Bond US can help your more effectively match temporary workers with your clients, request a free demo.

Easy DIY Remodeling of Your Staffing Software That Improves Your Productivity

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Make your Bond StaffSuite staffing software more personal and productive with easy-to-use DIY user interface configurations.

One of the biggest shows on HGTV is “Property Brothers.” In it, Drew Scott, the real estate agent, and Jonathan Scott, the visionary remodeler, convince the home buyers that they can get their dream home – one that’s really out of their price range — by buying a “fixer-upper” and remodeling it to fit their desires. The home buyers, almost always skeptical to begin with, become true believers as they employ a little sweat equity and a little cash to turn the target home into their personal dream home that fits their lifestyle perfectly.

It’s hard not to identify with the pleasure these homebuyers experience, as I’ve benefited from a number of DIY home remodeling projects over the years. In every case, I wanted to improve the usability, flow, look, and value of my home in harmony with my personal tastes and needs.

New StaffSuite 6.0 is even easier to remodel than a near-perfect home

Like that home you’ve found that is just right for your lifestyle, StaffSuite is designed with you in mind. Right from the moment you open the “door” to StaffSuite 6.0, you’ll find it very familiar; as it follows design standards you already know if you use Microsoft Office. Like in any well-designed home, you will flow easily from one area to another to accomplish your daily tasks related to staffing and recruiting.

But, like any homeowner (or, in this case, staffing software owner), you will probably want to personalize, redecorate, and remodel each room to fit you and your needs. Now you can.

StaffSuite 6.0 now gives professionals like you in high-volume temporary staffing agencies the tools and ability to very easily “remodel” its already intuitive interface. That way you can make it completely personal to your own needs, workflows and uses so that you, too, can enjoy a better, more productive experience.

Here are just a few of the ways that you can remodel StaffSuite 6.0 to fit you:

  • You can easily configure your personal views of your data so that they are specific to your preferences and/or role, such as recruiting, sales, or payroll and billing.
  • You can also configure the new ribbon toolbar – which gives you quick access to Employee, Company, Order, and other data. You can add custom tabs to the ribbon that can include personalized, customizable actions, such as adding a tab for typical recruiting activities.
  • You can customize the Quick Access Toolbar – which gives you one-click access to your own pre-defined common tasks or actions.
  • You can assign keyboard software shortcuts to action commands to reduce clicks or keystrokes.

All of these quickly and easily-done (no coding needed) “remodelings” of StaffSuite 6.0 are just the ticket to help speed you through your work day with less effort. More importantly, all of this remodeling of StaffSuite’s personalized look-and-feel does not in any way impact its flexible, powerful, and reliable performance. Thousands of staffing professionals just like you depend on StaffSuite every day to recruit, assign, pay and manage tens of thousands of temporary employees in every state.

Ah, if only remodeling a home were as easy as remodeling StaffSuite staffing software! If you would like to find out more about the benefits of StaffSuite’s new interface, just CLICK HERE.

If you would like to talk to us about how our solutions can improve your business, CLICK or give us a call at 800-318-4983 today. We’re here to help you succeed.

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Using Staffing Software To Find Specialized Candidates

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You may be one of those staffing firms that specializes its recruiting efforts exclusively in one industry, such as healthcare, accounting, or manufacturing.  While staffing software assists you no matter which industry you serve, keep in mind it can also provide you with specialized help for specialized fields.  Using software to sort through all that candidate big data helps you zone in on very select market segments, and amplifying your results.

How exactly does the right staffing software help?

1. Laser targeting of miniscule market segments.  The job market isn’t the greatest right now, and no matter who is elected to be our next president, odds are our economic problems will take years yet to fix.  If you have a large amount of data available, the right staffing software can help you to laser target nearly any micro targeted niche of candidates.

If you take a macro approach to hiring, you are going to have a difficult time producing results for your clients and your own business.  If you can find success in several micro niches other firms have overlooked, you can be successful, even in this economy.  An upward trend in temporary and contingent staffing has helped other staffing agencies to actually experienced growth since the economic collapse of 2008 – and it’s possible for yours to grow, too.

3. Future market conditions will remain challenging.  The near future will stay challenging because of the current economic conditions, but so will the long-term future.  Did you forget about the baby-boomers?  The current generations getting ready to take their place simply do not have enough numbers to replace all of the baby boomers, and in many sectors, the next generations also aren’t yet experienced enough.

You will have candidates from which to choose, but the challenge will be selecting the right candidate who can do the job.  Fortunately, increasing amounts of data will become available, so if you have the right staffing software in place and the skills to use it, you will be in a better position for long-term success than firms who can’t change along with market conditions.

4. Companies are exploring new talent pools, so help them.  Telecommuting is becoming increasingly easy for knowledge workers.  An eased telecommuting process breaks staffing agencies free of geographical barriers and entering into a larger pool of candidates from which to choose.  Because it can cost nearly the same as an employee’s annual salary to replace that employee, your firm can become a strong player in the market by having the highest success rate of matching qualified candidates to positions fitting their skills well.  However, that does mean you will have to know how to use software to find those needle-in-a-haystack candidates.

Your staffing agency can succeed in any market.  The challenge lies in successfully locating job seekers other firms can’t find and successfully matching them to the right jobs.

To learn more about staffing software by Bond US, request a free demo.

What Staffing Metrics Should Your Agency Focus On?

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Finding the right metrics to focus on in your staffing agency can be quite challenging. Which metrics are the most important and why could be a subject of debate for hours without end.  To complicate the situation, if you adjust your processes or goals based off tracking the wrong staffing metrics, you could end up driving your agency into unfamiliar, alarming and/or potentially hazardous territory.

Without a doubt, some metrics are better than others at providing your agency with big candidate data from which to base more effective decisions.  Let’s explore some of those and why they are more important than others.

Which Staffing Metrics Are Most Important?

Some of the more common metrics analyzed by the typical staffing agency include time-to-fill and cost-per-hire.  These metrics are great for measuring short-term performance.  And, short-term performance is definitely important.  But what about the long-term?  If your agency purely focuses on placing the first candidate with the required qualifications, is that truly a foundation for long-term success?

You might have some initial success and an incredible placement rate, which makes you look good now, but you may lose client companies because your turnover rate stinks!  As such, it’s also critical to track turnover rates to see how well you are actually matching candidates to positions and companies in which they will be successful.

Length of time in a position can indicate a good fit, but some other important metrics you might also want to track to determine the quality of the hiring process at your staffing agency are production and manager satisfaction.  By measuring the employee’s production as compared to his or her peer group, you will have a good idea as to how his or her skills will fit that position.  Manager satisfaction with the employee contains a fair amount of subjective judgment and may or may not reflect the candidate’s performance accurately, but it does provide a good measurement of culture fit.

When You Focus on Long-Term Staffing Success, You Transform Your Agency

Focusing on those short-term metrics has its place when analyzing your company performance, but if you also take the time to focus on long-term metrics, you will take your staffing agency a step above all the rest.  The more tightly an employee’s skills and personality fit a company and its culture over the long haul, the higher the employee’s performance.  The better the employee performs, the better the company performs, and the more business your agency earns by developing a great reputation.

Don’t follow the herd and measure what everyone else does – take a risk by trying something different.  You won’t be disappointed by the results.

To learn more about how staffing software by Bond US can help you effectively track the staffing metrics that most contribute to the success of your agency, request a free demo.

Specify Your Mobile Staffing & Recruiting Plans Before Investing

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Just because a particular technology is new and hyped, doesn’t necessarily mean its the right immediate investment for your recruiting or staffing agency.

Despite the hype, mobile technology isn’t necessarily something that should simply be tossed into your recruiting or staffing processes.  This is not to say that mobile has no place – and is not a valuable tool – only that you must first have specific goals and objectives for what it is you are trying to accomplish by going mobile.  Otherwise, this technology may become little more than just an expensive toy.

(For a consumer oriented example, think back to the Segway.   If the company had goals that were more clearly defined than – ‘be the next evolution in human transportation’ – many of us may be riding one today.)

To ensure any decision you make involving mobile is based purely on what it can help to do for your agency, here are three specific tactics mobile can help you with almost immediately after implementation.  My advice is to determine if these tactics will be beneficial to your agency, to think of more and similar tactics like these – and to develop a plan for launching these tactics – even before you finalize a plan to fully integrate mobile technology:

1. Launch a mobile friendly website:  Since smartphones are already incredibly popular and will in all likelihood continue to gain in popularity in the future, why not capitalize on the trend?  Develop a mobile website targeted at recruiting people who own smartphones – typically the younger and more tech-savvy crowd.  Make sure you’re equipped with staffing and recruiting software with the ability to capture and organize QR codes, so you can easily create a database of contacts for follow-up.

2. Conduct automated interviews.  Some companies are going as far as to conduct interviews via smartphones and tablet PCs.  Commonly, these companies will use their recruiting software to record several questions, developed especially for high-volume recruiting efforts.  Although it may be faster in screening out who might be less desirable candidates, note that an automated process may not be a complete substitute for interviews via phone or in-person.  What if a highly qualified applicant doesn’t understand a question?  Miscommunications are easily cleared up by in-person discussions.

3. Add a candidate self-scheduling function.  Self-scheduling is undoubtedly a task which would enhance workplace productivity.  Applicants could simply browse an animated calendar and add themselves to the schedule. Remember how many e-mails and how much frustration is sometimes spent working out a mutually agreeable interview time with some candidates?  Eliminate that lost time and added stress with staffing and recruiting software that allows for candidate self-scheduling.

You may or may not choose to use mobile technology in some of the ways discussed.  But, the methodology for any tactic you choose to implement (like the tactics above) – should be based on a plan first, and technology second.

Big Data Wave Failing To Surface Analysts For Recruiting & Staffing Agencies

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You probably already have a good idea that the amount of candidate information available to your recruiting or staffing agency is growing rapidly.  But the real question is:  who is going to analyze this ‘candidate big data’ and organize it into sensible patterns you can understand?

Unfortunately, while the demand for qualified analysts continues to rise, the talent pools from which your agency is able to find these talented individuals is not seeing corresponding growth.  Business consulting firm McKinsey estimates that by 2018, the United States will have a shortage of between 140,000 and 190,000 people needed to analyze the growing amounts of information.

And in the meantime, candidate big data – and the corresponding risk that you miss placing an ideal candidate with one of your top clients – continues to grow.  So how can you best overcome the odds to find the right data analyst for your agency?

First, you will need to identify whether or not your local talent pool is up to snuff.  And if not, let’s face it, you are just going to have to get creative.  Rather than focusing purely locally, you’ll need to expand your reach into national markets where there is more aggregate talent available.  A few of the current ones include St. Joseph (Missouri), El Paso and Tucson.  Next, you will need to determine whether you are comfortable bringing these employees on remotely (which may involve time zone challenges) – or paying a premium in salary and relocation fees.

Of course, another option is to look for candidates that are more entry level – and more commonly found in most markets.  Just because these candidates don’t have the immediate skills you want right out of the box doesn’t mean they won’t be successful in the job.  Many companies look for skills and experience, only to get burned by someone just looking to get a paycheck.  If you start with motivation and a willingness to learn, you might land on some stronger candidates.

Finally, the last option – which can tie into both of the options above – is to lure candidates away from other companies.  It is here that the staffing and recruiting software you use to fill your client needs can be used to meet the needs of your own agency.  Your recruiting software can help you evaluate the candidates available in your market by helping you more easily search for those that may have reached out to your agency in the past – or those that are describing their skill set with a targeted set of keywords in social networks such as LinkedIn (ie, ‘staffing,’ ‘data,’ ‘analysis,’ etc.)

Big candidate data is essential to your agency’s survival – as is having the team members in place that can help you interpret it accurately.  If you aren’t where you need to be in terms of getting the right team members in place – your agency is not alone – meaning the time for worry is not today.  Today is the time to use the tools you have at your disposal, to think outside the box – and more importantly – to think outside your neighborhood – to find the right analysts that will help you turn candidate big data into the actionable metrics that will help your agency grow.

To learn more about how recruiting and staffing software from Bond US can help your agency achieve its recruiting goals, request a demo.

Waiting for Business to Improve? Don’t. Invest Now and Build Business Leadership.

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Three reasons why investing in staffing software or recruiting software will enable you to establish leadership in today’s economy.

BuzzardsA long time ago, I worked for a fast growing design and printing firm that prized both the quality of its work and its salesmanship. Prominently displayed in the sales bullpen as an encouragement to not wait for the phone to ring with an order was a large, framed poster, a cartoon of two buzzards sitting in a tree. The caption read, “I’m tired of waiting, I’m going to go kill something.” The same could be said about the value of NOT waiting-out today’s business uncertainties.

First, some background. According to the NBER, the most recent recession, the longest since the Great Depression of the early twentieth century, ended 18 months after it began, in June of 2009. At that time the “official” unemployment rate hit 9.5 percent. Today there are nearly 25 million underemployed and unemployed in the U.S., where the “real” unemployment rate in June of 2012 is still an alarming 14.9 percent. In fact, some economic observers make a convincing argument that we are “halfway to a lost decade.”

Sounds like way too much gloom and doom, right? Not so fast.

In the latest underwhelming jobs report for June, 2012 where only 80,000 non-farm jobs were created, one bright fact jumped out. About a third of those newly created jobs (25,000) were temporary in nature. it would seem that the still challenging economy and uncertain business picture has been really good for all of you in the business of finding and placing people in contingent assignments.

“During the last 12 months, privately held employment service firms have seen their revenues grow by almost 20 percent annually, which far outpaces the average annual growth of around 10 percent for private companies across all industries,” said Sageworks analyst Libby Bierman. “That sales growth validates what the employment numbers released this morning showed — the economy has recently been adding a lot of temporary jobs, which are positions that employment service firms routinely fill.”

Wait and See, or Forge Ahead?

So, your business is probably pretty good now, right? Sure, there’s a lot of uncertainty and you, like many business owners, may be reluctant to make any capital expenditures (just like a lot of businesses are not hiring FTE’s) because of that uncertainty. However, in the face of continued uncertainty, now is really the perfect time to re-visit your business plan (you do have one, right?) and determine what steps you can take to help set your business apart from your competitors and better serve your clients, candidates and contingent employees.

At the top of the list for review should be your most critical working tool, your staffing software and/or recruiting software. Here then are three reasons why investing in updating your software will enable you to establish business leadership in today’s economy.

First, Drive Actionable Knowledge to Reduce Uncertainties

Your staffing software should enable you to better know your business, your market, your friends, and your enemies. Detailed management reporting from your staffing and recruiting software can give you insightful analysis of sales, client trends, operational costs, most profitable clients and segments, and wins/losses versus your competition. As business guru Peter Drucker once said, “The basic economic resource… is and will be knowledge.” The more you know, the more effectively you can act to wring every penny of profit out of every business transaction.

Second, Improve Your Ability to Attract and Retain Your Own Top Talent

Chances are you too are hiring members of the “Millennial Generation” to staff your own business. This generation, and the X Generation that precedes it, are among the most “connected” ever. They’ve got their smart phones, tablets, laptops and always-on connections. They get technology and use it daily. Your staffing software and recruiting software tells your own employees whether or not you and your business “gets it” as well. Their expectations are high, and well-designed, user-friendly software will enable them to be trained easier and faster and so deliver greater productivity (that is, profits) to your business over a shorter period of time.

Third, Improve Your Competitive Advantage and Leadership

Jeffrey Immelt, Chairman and Chief Executive of General Electric Co., made a point of GE’s continuing technology investments during the recession, saying, “If you keep investing in technology and innovation in the worst of times, your competitive advantage grows.” Immelt’s statement is backed-up by a survey by the American Express OPEN Small Business Monitor. It’s based on a sample of more than 700 business owners/managers of companies with fewer than 100 employees. “Technology can dramatically increase your productivity, resulting in more output without necessarily adding to your staffing expense,” said Anita Campbell, Editor and Founder of Small Business Trends, LLC. “It’s no coincidence that of companies that plan to spend, technology is the biggest category of planned investment expense (39 percent).”

Equally important, the staffing software and recruiting software available to you right now is much improved over the software you may have purchased five or more years ago. In the competitive software market, developers like Microsoft Corporation and Bond International Software have the size, scale, innovativeness and financial resources needed to invest in development — and have continued to do so. That means that your team will have access to software tools that enable greater efficiency, are easier than ever to use, and are more cost-effective to deploy. All of these are potential competitive leadership advantages.

A final thought. Salesman, engineer, and auto executive Lee Iacocca once said, “So what do we do? Anything. Something. So long as we just don’t sit there. If we screw it up, start over. Try something else. If we wait until we’ve satisfied all the uncertainties, it may be too late.” I would suggest that, in today’s business climate, waiting is losing to those who forge ahead.

Our Adapt, eEmpACT, and StaffSuite solutions are updated regularly to improve your business. CLICK or give us a call at 800-318-4983 today. We’re here to help you succeed.

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Recruiting from the Viewpoint of the Millennial

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You probably know about the current employment disconnect companies and recent college graduates are experiencing.  Data found in your staffing and recruiting software probably even helps to demonstrate this disconnect firsthand.  While just about every workplace demographic is suffering, the Millennial generation in particular is experiencing a high degree of hardship.

What does the gap actually look like?  Examine the following statistics (found in this article), compiled by Experience, Inc. In a study analyzing hiring trends for the class of 2012, it found:

  • 91% of employers would like students to have one or two internship experiences under their belt by the time they graduate, but 50% have failed to hire an intern in the past six months
  • 87% of companies believe internships should be at least three months in duration, while most internships last two months
  • 42% of employers are turned off by student unpreparedness during interviews
  • 26% of businesses say they do not like students’ ‘bad attitudes’

As a staffer or recruiter, how can you help alleviate this disconnect – and in so doing – better serve both candidates and the companies you represent?  By taking the time to better understand the Millennial Perspective.

During the recruiting process, you may often find yourself wondering what it is that makes different generations of employees tick.  It’s easy to simply blame the new generation of worker and push them aside.  But, Millennials are the current generation of employee, and somehow, you are going to have to find a way to hire the best candidates and integrate them into your workplace.

The  recruiting software you use may not be able to reveal some of the following thoughts and attitudes many Millennials have:

  • Millennials do want to be praised regarding the quality of their work.  What may appear to be a “bad attitude” toward work may really be a frustrated employee who doesn’t know which direction to go.  Yes, Millennials were raised in a generation where everything they did was viewed as wonderful, but the average individual wants positive feedback so he or she knows they are on the right track, not necessarily because they need their ego polished.
  • Most Millennials do want to work hard.  While employers see candidates unwilling to go the extra mile or who feel entitled to great salaries and benefits without the requisite work, the truth is many Millennial candidates were willing to work unpaid internships during college and accept low hourly rates in order to make it to the next step in their careers.  It may be that the frequency of candidates willing to be brasher about their workplace expectations is greater than in the past, but it’s certainly not representative of every worker in Gen Y.

These two counterpoints are ones staffing and recruiting software may not be able to pick up on – they require individual judgment.  Sure, there are some candidates out there with poor attitudes, but those candidates are found in every generation.

When recruiting this generation, keep an open mind and try to see things from their perspective – you may find yourself surprised when you do.

To learn more about how recruiting and staffing software from Bond US can help your agency achieve its recruiting goals, regardless of what generation candidates you are bringing on, request a demo.

Moving Past The Cons Of Onboarding Millennials With Recruiting Software

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Recruiting software – pros and cons graphLike it or not – your clients are going to need to onboard Millennials. And if you remain in the recruiting or staffing industry, you will have to be the one to help. Fortunately, although Millennials often receive a bad rap, they bring a number of strengths to the workforce.

Ultimately, every generation has its strengths and weaknesses. With Millennials, too many of us have become accustomed to focusing only on the cons. To help level your thinking – while at the same time avoiding any sugar coating – I’ve provided the biggest con – coupled with two big pros below to keep in mind when considering a Millennial candidate.

Thanks in advance to Jiwire for creating the infographic to the left that helps demonstrate these pros and Brandon Russell at WebLinkBlog for sharing. See the full infographic.)

Con – Self-centeredness. Yes, many individuals in this generation have been raised with the notion that everything they do is wonderful. Feeding into the self-centeredness, to a certain extent, is technology’s ability to put any one person at the center of any group. That said, there is a positive side effect of this first big con. The Millennials’ habit of constantly using social media, smartphones, and tablet PCs makes them infinitely more trackable – especially by the right staffing software and recruiting software.

Pro – The ability to adapt to change. That constant usage of technology throughout their young lives has also positioned Millennials with another strength – the ability to adapt to change more rapidly than any previous generation. And, you know the future business world will continue to change faster than ever before, so why not get the right individuals in place now?

Pro – They work well in teams. Because of the constant electronic communication they’re used to, Millennials are well-prepared to work in teams. Just how connected to the digital world are they? As noted by the infographic above:

  • Millennials own 2.4 devices
  • 28% use location-based apps more than once per day
  • 71% use laptops and 62% use smartphones to connect on-the-go

So what conclusion should you draw from this? While Millennials may not fit what previous generations of employees view as the most desirable work skills, the truth remains they do have many valuable talents. At some point, we will all need to learn how to pick the best candidates and set them up for success at ours or our clients’ organizations. When that time comes, don’t let the con overshadow the pros.

To learn more about how staffing and recruiting software from Bond US can help your agency achieve its onboarding goals, regardless of what generation candidates you are bringing on, request a demo.