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What Are The Pros And Cons of A PEO?

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The following post is provided courtesy of Human Capital Concepts (HCC), a Certified Professional Employment Organization that partners with employers to manage employee-related responsibilities and risks. HCC  provides worry-free HR, benefits, payroll, and compliance solutions all in one place, with personal attention from a dedicated team of experts.

When you dreamed about growing your business, you probably didn’t imagine that you’d need to become an expert in labor regulations, health care mandates, and safety guidelines, along with HR administration, payroll, benefits and compliance. The fact is small businesses spend 17 percent of total manpower on non-core business tasks. Most of these tasks revolve around employee management. A PEO may be able take many of these challenges off your hands.

A PEO is a “Professional Employer Organization.” A PEO will handle all of your company’s HR responsibilities and tasks. Partnering with a PEO will do more for your business than freeing resources for your core business activities. PEO clients consistently provide a better employee experience. Businesses that partner with a PEO experienced twice the revenue growth of their non-PEO competitors. PEO clients are also 50 percent less likely to permanently close.

Before you decide if a PEO is right for your company, you should consider all your options for HR support.

PEO Pros and Cons

When considering teaming up with a third party for your HR needs, you have several options. These options each have pros and cons. A PEO vs a payroll broker or HR administrator, such as an HRO or ASO, may look similar on the surface. They are, in fact, very different.

HRO stands for “Human Resources Outsourcing.” As the name suggests, an HRO allows you to outsource some or all of your HR tasks. The HRO will offer a la carte services. The downside of an HRO is that you are still responsible for decisions surrounding the minutiae of your human resources administration. You’ll still need at least one expert on staff who can make these decisions. Another disadvantage is that your company won’t enjoy lower benefits costs when you partner with an HRO.

An ASO is a cross between an HRO and PEO. ASO stands for “Administrative Services Organization.” Unlike an HRO, an ASO will administer all of your HR tasks. But unlike a PEO, an ASO does not provide workers’ compensation or liability coverage. Also, partnering with an ASO will not help your company save money on benefits coverage.

Partnering with a professional employer organization, or PEO, offers more pros than cons. The advantages of using a PEO range from tax reporting to benefits procurement. The PEO will administer all of your HR needs. A PEO will withhold employees’ taxes and employment tax liabilities. A PEO will also take care of the yearly tax reporting. Your company will benefit from partnering with a PEO to handle many of the aspects associated with having employees.

Higher health insurance costs are a downside of being a small business. Companies that partner with a PEO can leverage the PEO’s size when purchasing health insurance and other group benefits. The PEO will also carry workers’ compensation and liability insurance.

PEO Benefits

Partnering with a PEO provides many benefits for business owners, startup founders, nonprofit executives, and others. For starters, you’ll be able to focus on your core business activities. You strive to be the best in your industry, and growth is exciting. But with growth comes more employees and a larger HR burden. HR compliance, workers’ compensation laws, and employer liability issues are complex and divert resources from your company’s main focus.

A PEO will provide expert support as your HR partner. Human Resources expertise is crucial to the success of your business. Errors from your HR department can potentially cost your company thousands. Hiring the wrong HR personnel can increase your risks of fines, workers’ compensation claims, and lawsuits. In fact, a PEO with recruiting expertise can protect your organization from hiring the wrong people.

You’ll enjoy cost savings when you partner with a PEO. A study conducted by noted economists Laurie Bassi and Dan McMurrer of McBassi and Associates on behalf of the National Association of Professional Employer Organizations (NAPEO) found that businesses enjoy a cost savings of 27.2 percent when they partner with a PEO. According to the study, the average cost savings from using a PEO is $1,775 per year per employee, which also reinforced the findings of earlier research, again showing notably lower employee turnover, higher rates of both employee and revenue growth, and enhanced employee benefit offerings.

Partnering with a PEO will help you get lower rates for group insurance. Your PEO benefits specialist will leverage the PEO’s larger size, meaning you get better rates for your company. Small businesses that partner with a PEO save up to 40 percent on their health insurance premiums, according to the National Association of Professional Employer Organizations (NAPEO).

You may find the advantages far outweigh the disadvantages of using a PEO. According to the NAPEO, businesses that used a PEO grew 7-9 percent faster. They experienced lower employee turnover rates and were 50 percent less likely to go out of business.

PEO Group Insurance

When the Affordable Care Act rolled out in 2010, employers saw a 40 percent increase in insurance premiums. Over the next ten years, healthcare premiums increased another 54 percent, according to the Kaiser Family Foundation. In 2020, average health coverage for a family costs $21,342.

The Affordable Care Act also gave employees insight into the high cost of healthcare. The pandemic drove this point further in employees’ minds. As a result, good benefits are more important than ever for employee retention. More than three-quarters of employees say that benefits are an important part of their overall compensation. Half of employees say they’d consider taking a new job for better benefits.

As a small to medium-sized business, your insurance costs are higher than what large corporations pay. In the past, you may have been forced to provide your employees with less-than-stellar benefits. But partnering with a PEO can lower your costs and provide better options. This is because the PEO negotiates with insurance companies for coverage for all of their clients. You get to pay rates similar to the big corporations when you have PEO group insurance.

The Affordable Care Act did more than raise premiums. Increasingly complicated regulations also increase your administrative costs for health care benefits. An in-house HR team must spend more time ensuring your company remains in compliance. Additionally, an in-house HR team often becomes a sort of middleman between the insurance provider and the employees. When issues arise, your HR staff redirects their time contacting the insurer or deciphering the policy.

PEO Payroll

Payroll administration demands hours that could be spent growing your business. The tasks start with getting withholding information from your employees. From there, you need to track hours and calculate withholdings. You must also track direct deposit information for your employees.

Like any other payroll administrator, a PEO can do all these tasks for you. But there are advantages to partnering with a PEO vs a payroll broker. Your PEO becomes your co-employer. The PEO’s EIN number will appear on all employee tax forms. This allows the PEO to handle tax withholdings and reporting. When tax time comes around, your PEO, not you, will file the litany of related employment tax forms.

But be careful about the downside of PEO tax implications. If you choose a PEO that is not certified by the IRS, otherwise known as a CPEO, you’re on the hook for unpaid taxes. Not every PEO completes the stringent qualifications to become an IRS-certified CPEO. Those that do, however, take on 100 percent of the liability for unpaid employment taxes for your company. Choosing a CPEO is the only way to be confident the money you earmark for taxes makes its way to the IRS.

Another of the pros of a PEO is that you don’t need to employ a Human Resources professional to handle HR administration, benefits and workers’ compensation issues. The average salary for a full-time human resources manager is $68,399, plus an additional 40 percent, or $27,336, for recruitment, benefits, and taxes. The Society for Human Resources Management says businesses need 2-3 HR team members per 100 employees to deliver essential HR services.

Professional Employer Organization Tax Reporting

Partnering with a PEO has important and beneficial tax implications for your company. A PEO will become your “co-employer.” Under this arrangement, the PEO is able to withhold employee federal and state taxes. The PEO then pays the government the withholdings.

A PEO will handle all of your other time-consuming payroll tasks, such as tracking employee wages and other payroll expenses. Your PEO will handle direct deposits and employee classifications. PEOs also take care of all employee documentation and compliance reporting, including new hire paperwork.

But what if your PEO fails to forward employment taxes to the IRS? Some unfortunate companies discovered a significant disadvantage of using a PEO when their provider failed to pay the IRS. Even though you’re entering into a “co-employer” agreement with the PEO, in the eyes of the IRS, you are still the primary employer liable for employment taxes.

That’s why you need an IRS Certified Professional Employer Organization when it comes to tax reporting. A CPEO is certified by the IRS. A CPEO undergoes financial audits, background reports, among other qualifications. Most importantly, once a PEO becomes certified as a CPEO, they assume liability for employment taxes. In the eyes of the IRS, the CPEO is on the hook if it fails to pay your employment taxes.

The PEO will also help handle many of the administrative tasks associated with workers’ compensation.

PEO Cost

Before you decide to purchase PEO services, you should understand how much money and time you’re spending on in-house employee administration. The Small Business Administration says the cost of an employee is up to 1.4 times his salary when you include recruitment, benefits, and taxes.

The time you and your team spend on payroll and HR-related tasks is a little tougher to pin down. A survey by the National Retail Federation found that 69 percent of small business owners feel “overwhelmed by regulations, rules and mandates such as labor regulations, health care mandates, tax codes and safety guidelines.”

The PEO will relieve you of the administrative burden of HR-related tasks. A PEO will also have the expertise to navigate the regulations, mandates, tax codes, and safety guidelines that, frankly, take too long for any layperson to unravel. Your PEO employs a team of HR experts who can navigate the complexities of the Affordable Care Act. They’ll also field questions from your employees. Your PEO will also stay on top of the ever-changing regulations.

Remember, PEO clients average a 27.2 percent return on their investment. A PEO can likely negotiate better rates for all of your employee benefits. Companies that use a PEO experience lower turnover and higher growth. But a PEO may also shield you from unexpected trouble.

The NAPEO recently compared the pandemic’s impact on PEO clients with other small businesses. Its findings suggest that PEO clients were better insulated from the catastrophic impact of the pandemic. PEO clients were twice as likely to have received Paycheck Protection Program loans. Most importantly, PEO clients were 91 percent less likely to still be temporarily closed and 60 percent less likely to have permanently closed.

Conclusion

The reality of employee management may cast a shadow on your dreams when you’re a business owner. But an HR partner can tackle the tedious, yet necessary, administrative tasks that are bogging you down. Once you have a trusted ally who can navigate the burdens of HR administration, you can go back to focusing on your core business activities.

Audit Your Recruitment Process Marketing Content to Delight Job Seekers

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Use this audit checklist to evaluate and improve the effectiveness of your recruiting process-related content.

I’m not the first one to say that recruiters, human resources professionals and marketing specialists should team up to create content that engages top talent in your recruitment process. However, how many of you have actively engaged in measuring the impact of that HR/marketing “bestie” partnership?

If you don’t have a benchmark from which to grow, your organization will have a tough time figuring out which recruiting content is worth the investment of time and money.

Maximize the effectiveness of your recruiting content with a periodic audit of your hiring process-related promotional assets. Establishing KPIs for content will make it easy to quickly identify existing content gems, as well as guide you in developing additional content that will resonate.

Auditing your recruitment content is as easy as 1-2-3

Let’s examine the audit process and recap with a free recruitment process marketing content scorecard.

1 – Determine your recruitment content audit’s focus

You can’t decide if you’re investing your time and resources to produce recruitment content wisely until you settle on the scope of your audit.

Don’t sweat it if you can’t tackle a comprehensive audit in your first attempt. If you can–great–though it will depend on your recruiting volume and what you’ve previously tackled in terms of content analysis.

It’s okay to segment an otherwise comprehensive audit into smaller sub-audits–just have an overall plan in place for which audit type should be attempted first.

Potential content audit focuses:

  • Employment brand quality: consider whether your recruitment content is well written, and whether it aligns with what you’ve defined as your organizational employment brand.
  • Hiring process stage: analyze whether a specific hiring process stage is addressed in each of your content assets, and if job seeker questions characteristic of that stage are answered by the content.
  • Job board optimization and search engine optimization (SEO): review your job listing rankings on third party job boards and recruitment content performance on external search engines to identify improvements that will create better digital awareness for your employment opportunities.
  • Content compliance: examine whether your content meets any industry- and/or government-related compliance requirements for your organization, including an analysis of your career content’s ability to attract a diverse set of job candidates.

2 – Settle on your audit evaluation factors

Your recruiting content evaluation process will be based on the type of audit you select. The audit factors must be easily measurable and align to your project scope.

Because this audit is a wonderful opportunity to connect the human resources and marketing teams in your company, ask the project champions from each of those departments to determine the ideal recruiting content audit criteria.

If we select a hiring process stage audit as an example, then HR and marketing might jointly evaluate factors like the content’s

  • alignment with overall employment brand,
  • specific hiring stage focus (e.g. awareness, consideration, conversion, retention and advocacy),
  • attempt to answer stage-appropriate job seeker questions,
  • call-to-action for the next step in the hiring process,
  • current distribution and promotion method by stage type, and
  • likelihood of being easily utilized by hiring stage stakeholders

As you prepare for an audit, you should also plan your intended project deliverables. Aside from a quantitative score for each recruitment content asset, deliverables can include other action steps to enhance content quality.

Potential hiring process stage content audit deliverables:

  • Documentation of all current content assets by hiring stage
  • Content gap analysis for certain hiring process stages
  • List of questions that individual content assets should answer at each hiring process stage
  • Action steps for your content library – content to retain, revise, create or expire
  • Template for creating content for each hiring process stage
  • Distribution strategy for each asset based on hiring process stage and content type (e.g. owned media such as your own career site, earned media such as a guest blog placement on an industry website, or paid media such as a sponsored job listing on a job board)

3 – Rank your recruiting process content

After you’ve married the appropriate content criteria with each asset, you’re ready to score your recruitment process content!

Please recognize that some things can be quantitatively evaluated (e.g. how many out of X job seeker questions are answered?) while others are subjective (e.g. does the narrative’s language support our employment brand initiatives?).

Now’s your chance to create your own evaluation form to standardize your existing and future recruitment content.

Need some help designing your employer’s scoring process? ExactHire created this recruitment process content scorecard to help you hit the ground running.

 

ExactHire Recruitment Process Content Scorecard

Recommendations that resonate

Your audit data is chock full of ideas on where you can start making an immediate impact on your recruitment process marketing. Best of all, it’s backed by a standardized content scorecard.

Use your scorecard analysis to spot trends. Does one aspect of your hiring process consistently fall short? Could others help implement some of the action steps due to their expertise in one stage of the process?

Backed by your audit data, you’re on your way to constructing a high-level recruitment process content strategy that will reinforce your employment brand and help convert more new hires.

Payroll Service Bureaus – Are Clients a Flight Risk? [Infographic]

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Payroll service outsourcing is nothing new regardless of whether you look at large employers, or organizations that fall within the small- to medium-sized business (SMB) space. However, advances in other human resources-related technologies in recent years have, for the first time, enabled increasing numbers of smaller businesses to automate administrative tasks related to recruiting, employee onboarding, the Work Opportunity Tax Credit (WOTC), background checking and reference checking. And, to do so for a reasonable price.

This presents a challenge to independent payroll providers because larger, national payroll organizations are packaging these additional HR services into a single solution and luring existing clients and prospects away from regionally-focused, independent payroll service bureaus. Want to identify the warning signs that suggest your clients may seek payroll services elsewhere? Check out the infographic below and learn how to spot the red flags that your customers may be a flight risk.

(Click here to enlarge)

payroll-providers-hr-services-infographic

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HR Software Provider Partnership Guide

4 Plays For Payroll Service Bureaus To Close Prospects

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Independent payroll service bureaus, it’s time to put on your game face. Your competition isn’t getting any weaker these days, and technology innovation and adoption is moving at a breakneck pace. So, what do you do…sit down and relentlessly review game tapes to study your competitors’ every play? Well, not exactly, but it is critical to understand your competitors’ potential appeal to your existing clients and potential prospects.

In this blog, we’ll take a quick look at how large national payroll providers might try to remedy your clients’ payroll–and general human resources–pain. Then, we’ll examine how each pain point can be turned into an opportunity for your business to compete on a level playing field with the big providers when it comes to serving the needs of your small- and medium-sized prospects and customers.

Don’t Let Prospect Pain Lead to Competitor Gain

Take a closer look at what large national payroll software providers will typically bring to the table in order to win over the organizations in your market.

 

Gain Promised by National Payroll Provider

A fully loaded software platform with a variety of HR service-related add-ons beyond basic payroll.

  • Administrative burden is alleviated.
  • Single sign-on is provided.
  • “Free” applicant tracking module is available to streamline the process of posting new jobs.
  • “Baked-in” new hire paperwork automation exists to make employment paperwork paperless.

Your Pain as an Independent Payroll Provider

  • You’re outmatched when it comes to ancillary HR service software features.
  • Your potential clients are seduced by flashy bells and whistles touted by the national providers.
  • Your prospects are led to believe that only a big provider is going to meet their needs.
  • The national providers aggressively push technology, though you want to keep service as the emphasis for your conversation with prospects.

 

Opportunities for a Good Offense

In this section, we’ll examine each of your pain points as they relate to your prospects being recruited to use national provider solutions instead of your services. In doing so, opportunities for you to score more points in your market space will be presented, as well.

1 – You’re Outmatched Technologically

When faced with the prospect of playing basketball against a squad of seven footers, and you’re only 5’8”, it’s time to run some innovative plays–or, find some sturdy stilts. The challenge is no different when you’re competing against mega payroll software providers that have a one-stop shop software platform to meet every human resource need of your small- and medium-sized business clients.

Your Play: You can make your product offering look “big” as well by partnering with an HR software provider that specializes in systems that fall outside of your core product or service. Not only will your payroll function remain strong as you continue to make it your primary focus, you’ll give yourself additional reach with clients by incorporating options for recruiting, employee onboarding, reference checking, background checking and/or other HR-related tools.

2 – Their Flashy Bells and Whistles are Seductive

The big providers’ long list of customers, features and their share of the market can be impressive accomplishments in the eyes of your prospects. However, upon closer inspection sometimes the sizzle is just a smokescreen for a lack of substance. Specifically, while the big providers give users access to a suite of HR tools in addition to payroll processing, when individually examined these tools may be regarded as afterthought ancillary systems that get added onto the provider’s original payroll code.

Your Play: By forming a strong relationship with a best-in-class HR software provider, your business can match the feature offerings of national providers to get a foot in the door and generate initial interest. However, the especially important benefit of a strong partnership is that your business will have a better track record of customer retention, as it will be providing robust systems with a proven record of continuous development and innovation.

3 – They Throw Their Weight Around

Flashback to fifth grade P.E. class, and I bet your memories include witnessing the biggest, strongest kid always being picked first to be captain of the dodgeball team. The choice was natural as the kid was obviously athletic and a seasoned competitor. Your prospects and clients are thinking the same thing…they want the biggest- and strongest-looking payroll provider to take care of their needs. They want to be in capable hands.

Your Play: When everyone wants to be on the big kid’s team, it’s going to be hard for the captain to customize his coaching to each individual teammate. So, in the interest of efficiency he may adopt a one-size fits all approach. Your prospects may face the same cookie-cutter mentality once they partner with a large payroll provider.

Therefore, consider reinforcing your own coaching excellence with a partner that rounds out your perceived weaknesses as they compare to your larger competitors. In doing so, give your clients a scalable system that can be customized to their payroll needs and current size, and that also includes integrations to the additional recruiting, onboarding and reference checking tools they desire for improved HR efficiency. Better yet, assure them that these additional modules are provided by a partner that is constantly improving its own core offerings while you focus on your bread and butter – payroll. Everyone wins.

4 – They Lead With Tech; You Focus on Service

Think of your competitors as the flashy, private school team with the latest style of uniform and top-of-the-line sporting equipment. They step on the field and you instantly fight off hearing “We will, we will, rock you” in your head. If your business doesn’t pick up a teammate with the right equipment to compete, then your new internal soundtrack will be “I’m a loser baby” as your customers walk out the door…before they even get a chance to be raving fans of your service. They won’t even know what they missed, because you won’t even get an at bat.

Your Play: Add some dazzle to your own pre-game warm-up routine by bringing a solid recruiting and onboarding software partner to the table to assure your prospects that you can fill the same kinds of HR service technology gaps as your competitors. Only then, will you get the opportunity to elevate the conversation to focus on service comparisons where you can further differentiate your firm.

The level of service your competitors offer doesn’t even rival the stellar support that you extend to your customers, right? By allowing your trusted partner to focus on tech development outside of your payroll offerings, you still have time to make servicing your clients a priority. Additionally, with the right teammate, you determine which is your better play: being first tier support on your partner’s products or introducing your clients to your partner’s close-knit team of U.S.-based support specialists that are used to working with small- and medium-sized (SMB) clients.

Game Time Decision

Your customers don’t want to experience employee turnover as a result of missing out on the latest, most engaging HR technology. And you don’t want turnover in your client base, either. Find a trusted partner that helps you provide best-in-class HR service add-on software to delight your customers. Check out ExactHire’s guide to choosing a partner below.

HR Software Provider Partnership Guide

Image Credit: 4 by Rosmarie Voegtli (contact)

Payroll Providers, Distinguish Yourselves!

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For independent payroll providers it’s sometimes hard to stand out. Resources are limited and the expenses associated with advertising and expanding new services are prohibitive. For newly minted businesses, it might be all they can do just to get operations up and running efficiently. Meanwhile, very large and established providers (a.k.a. mega providers) are throwing big money into advertising and services in order to expand their market share. What’s a small, independent payroll provider to do?

Option 1: Invest In Marketing, Smartly

While the majority of advertising channels are too expensive for a small provider to consider, some digital marketing channels are nearly free. Great results can be achieved through the use of social media, search engine marketing, and email. But while these channels are free, they are also very competitive and that is why “free” becomes “nearly free.”

Being heard above the noise is no easy task, and so social networks, search engines, and even email platforms offer premium solutions to amplify an organization’s marketing efforts. Examples for each of these include:

  • Display ads (search)
  • Sponsored/promoted posts (social)
  • Targeting/segmentation/automation (email)

Individually, the solutions can be fairly affordable, but investing in premium solutions across multiple digital channels will quickly add up. So, again, the largest providers with more resources to invest will have an advantage over the independent providers.

Option 2: Invest In Your Services

Established independent payroll providers may be seeing their market share slowly recede each year. And unless their clients are going out of business or bringing services in-house, it’s likely that another provider has wooed them with ancillary HR services or software. So while it may have once been feasible for independent payroll providers to survive with the same technology and service offerings, today it’s a different story.

Small- to medium-sized business need more services and they don’t want to juggle dozens of vendors to get it–they want their current providers to offer more. The good news is that with today’s explosive growth and evolution of HR technology, independent payroll providers have an advantage over the mega payroll providers: their size and flexibility.

Envision a speed boat making a sharp turn; now, imagine a oil tanker changing course. As an independent payroll provider, you want to think “speed boat”. A speed boat cannot carry as many passengers as the tanker, but it can quickly change direction and get its people to their desired destination faster–and usually with a smile on their face.

Many mega payroll providers, seeking greater margins, opt to build their own HR software or utilize enterprise solutions for all clients–a one size fits all approach. This might work for some SMBs, but more often, the smaller organizations find the solutions to be a poor fit. Even when these solutions do work somewhat adequately, the technology is updated slowly and with little input or influence from the end-users at smaller organizations. The result is that many SMB clients are saddled with a poor solution that fails to meet their needs, and any improvements to the software are slow in coming.  This is “oil tanker.”

But by seeking partnerships with established, customer-centric HR software providers,  independent payroll providers can quickly offer their clients more of what they need without the overhead of expensive software or the headaches of an enterprise-level customer service department. Clients will enjoy the same efficient and responsive customer service with their HR software provider as they do with their payroll provider, which means that as a client’s needs change, the providers can act quickly to meet them. That is “speed boat.”

Distinguishing Yourself

Although a handful of mega payroll providers control between 50%-75% of the entire market, the remainder is hotly contested by other independent payroll providers. And perhaps it’s this competition that is your organization’s more immediate threat. This begs the question, then: are you distinguishable from the next independent provider?

Regardless of whether you believe that your market share is threatened by mega providers, the threat posed by other independent payroll providers when they partner with HR software companies will only increase in the coming years. Can your organization stand by while other providers are striking partnerships with HR software providers? Or is your organization content to watch your market share slowly slip away as more and more clients realize that they can get more value and better services from another provider?

For payroll providers who wish to distinguish themselves among the crowded field of competition–and to do it without losing any more market share–it is imperative that they start considering a partnership with an HR software provider now. To help, ExactHire has produced a free guide, How to Partner with an HR Software Provider, that walks decision makers through a step-by-step process for approaching, deciding on, and establishing a partnership with an HR software provider.

Now you have access to the information and tools you need to bring more value to your clients.

Your choice: will you be an “oil tanker” or a “speed boat?”

 

For nearly a decade, ExactHire has provided hiring solutions for hundreds of clients across North America and beyond. If your organization is interested in partnering with an innovative, customer-centric HR software provider, please contact us today.

HR Software Provider Partnership Guide

Feature Image Credit: apples-stand out by Flazingo (contact)

ExactHire Partners with Orr Fellowship

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We’re excited to be working with the folks at the Governor Bob Orr Indiana Entrepreneurial Fellowship, or Orr Fellowship for short!

For those of you who are not yet familiar with this exciting initiative, the mission of the Orr Fellowship is to “retain and inspire Indiana’s brightest minds. It serves as an applied training vehicle for the State’s future entrepreneurs and organizational leaders.” Participants in the Fellowship program serve two year stints at some of the state’s hottest, fast-growth and entrepreneurial-minded companies.

ExactHire just launched Applicant Tracking Software (ATS) for the Orr Fellowship, and we’re proud to be part of the effort to battle “brain drain” in Indiana. The Orr Fellowship ATS creates a central repository of individuals who apply to Orr Fellowship and Orr Internship positions.

ExactHire’s ATS solution creates a technologically-savvy means by which Orr Host Companies can quickly view the applications and qualifications of applicants, as well as contact these applicants for interview consideration, directly. These companies will have the cream of the crop from which to choose as Orr Fellows are some of the sharpest recent graduates in the state.

To explore whether or not Applicant Tracking Software is a fit for your organization, please contact us.