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10 Tips for Small Businesses to Start an HR Department

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Recently, I wrote about making your first hire, but I probably should have prefaced it with this blog which asks the question…how should your small company approach creating a human resources department?  Eventually any growing business will have an HR department so here are some items to think about when starting up a company or expanding your HR needs:

Compensation structure

Know ahead of time what your payroll budget is and how raises or bonuses will be handled. This will make negotiating salaries less stressful when the time comes.

Benefit packages

What benefits will be offered to the employees? Keep in mind 401k, sick days, flex spending accounts as well as health, dental and eye care.

Staffing plan

It can be helpful to lay this out in such a way that you can view the management hierarchy of the company.  It’s important to know for which departments managers are responsible and who reports to the upper management. Having a clear, scalable design for future growth in mind is also important.

Keep an up-to-date profile of jobs

When hiring for jobs, keep accurate descriptions of the job requirements for each position within the company. This information will be useful to the overall structure of your organization in the future.

Performance measurements

Decide how job performance will be measured…it could be through peer assessments or manager reviews or measures of sales performance – or perhaps a combination. Regardless of the way, set these standards up right away and then set the proper expectations with employees well in advance of review time.

Travel or expenses

This might not pertain to every company, but it’s important to think about and document your processes. If you have lots of people that travel or turn in expense reports, it is important to have an expense policy stating what will and will not be reimbursed, and how the company needs documentation of the expenses that have incurred.

Time and attendance

Depending on the type of company, having a strict time and attendance policy can be vital. If it is a production facility, “clocking in” on time to make product is important. Make sure employees know their expected times and what penalties there are for being tardy or absent. Other organizations may be more flexible but there is still a need to keep employees informed of the expectations.

Employee referral program

This is a great opportunity for the employee and the company when hiring. The employee is incented to recommend others that would be a good fit within the organization and the company is able to find potential candidates more easily. Make sure to document the referral bonus and time requirements necessary to earn the bonus…and then promote the program frequently to your employees!

Training & future development

Even if you have a relatively flat organizational structure and a small company, thinking about the future of the organization is imperative. Ask yourself what kind of development plan you have for your future employees for training and growth purposes.

Vacation days

Ask yourself if these will be handed out in a standard amount to all employees or if they will be “earned” as the employee works longer with the company. Also, document how vacation days are to be requested to allow for efficiency on the job (i.e. avoid too many people being out of office on the same day).

I know this is a long list and it may seem overwhelming to the new entrepreneur, especially. The good news is that all of this does not have to be decided upon immediately, but it’s good to have a general idea of where the organization will stand on all these topics. As the company grows, these items will evolve and change to meet the needs of you, your staff and the company overall.  Knowing in advance how the company will handle situations that fall into these categories will save a lot of work and stress in the long run.

For more information about ExactHire and our hiring software products for small business, please visit our resources page or contact us today.

Do Not Underpay Employees – 3 Reasons Why

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Everyone wants to save a buck nowadays, and companies are no different. I am in finance so I understand. I am always looking for ways to help save the company money or find more efficient ways to function in order to be “leaner” overall.  That being said, here is one place that you do not want to “skimp” too much – what you pay your staff. Do not underpay employees!

Inspire Hard Work

When an employee is making a salary that makes him/her happy, it creates a stable happy environment for everyone. This will keep the employee working hard which will create an overall positive atmosphere in the office. Hard working employees will motivate each other to keep improving as individuals, and as a whole organization.

Keep Your “A” Players

If you underpay your employees, they are likely to eventually seek out employment elsewhere. By making sure they are paid adequately, you are able to retain your “A” players and also inspire others to work hard and improve as well.

Appeal to the Best Prospects

Keeping the best employees and having a happy work environment will appeal to the best potential applicants when you have new positions available.  Your reputation as a great employer will help attract the best applicants for jobs based on how your current employees feel. This could be through word of mouth or other networking avenues.

These three simple motivators demonstrate the importance of fair pay for your employees. When you are ready to hire your next “A” player, please contact us to learn more about how our applicant tracking system can streamline the hiring process.

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When Should I Buy Applicant Tracking Software? – Whiteboard [VIDEO]

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If your organization has never used an applicant tracking system before, you might be curious about the telltale signs that it might be time to buy applicant tracking software. In today’s Whiteboard Chat, Jeff Hallam shares his insight on the most obvious indicators that it may be appropriate for a small- to medium-sized business to implement a recruiting software solution for the first time.

Video Transcript:

Hi there! Today we’re going to take a look at something that comes up quite a bit as I’m out talking with organizations. And that usually kind of revolves around, for those who aren’t already very large…how do I know if I’m large enough; or, how do I know when the time is right for me to need an applicant tracking tool?

And so today is really just designed to give you some helpful things to keep in mind or some considerations so that you’ve got some warning signs to consider as to when might the time be right for your particular company. So, the obvious one is if you are doing more hiring. And there is no set benchmark, there is no set number of hires. If you hire more than this or fewer than that, it is or isn’t right for you. More often what I find is that it’s relative. It’s relative to what we’ve done before, it’s relative to what we’ve done up to this point, and so for everyone there seems to be this line of demarcation that once we cross that, this becomes a lot more problematic than it has been prior.

So as you continue to grow and you have more openings out there, that is almost always going to be a surefire way to help you kind of keep that in mind. Secondly, if you are seeing instances where candidates are applying, and you’re finding yourself kind of scratching your head and saying I think I’ve heard of this person before. Or, I think we considered them before. Or, other people are looking at the resume and saying “oh, we’ve talked to this person prior.” That’s almost always a good sign if you don’t have a ready way to keep track of that, and if you think about an Excel spreadsheet, Microsoft Outlook folders, or worse yet even just a stack of resumes you might be keeping in a file folder somewhere…that becomes really difficult to cross reference when you have more than a handful of those in there. So again, that’s almost always a good way to know that if that’s happening with more frequency, that means you probably have more openings, you’re getting more candidates. It might be time to look for a more effective way to keep track of those folks.

This is one of those things that comes up a lot…this need to involve hiring managers. So, when you find yourself at a point where it’s becoming more cumbersome to let hiring managers weigh in on certain candidates, it’s becoming more difficult to track and log what their feedback is…who we interviewed, who did we not, why do we not want to interview them or why do we want to interview them…again, that’s typically where Outlook spreadsheets, Excel spreadsheets, Outlook subfolders I should say…those types of things become very difficult to share bits and pieces of with hiring managers who are only focused on a certain opening. So, in other words if I have three openings and I only want Manager One to see this list of candidates, Excel and Microsoft Outlook folders aren’t really designed to do that in a very efficient way.

So again, as you’re finding yourself getting to that point, others are getting involved, and you want their input…almost always going to be something that will tip your hand that it might be time to look at a solution like ours. And then finally if your applicants are hearing crickets. And again, just by way of notice, that is a cricket. The idea here as much as we make light of it is that can be problematic at two different levels…so certainly it can be problematic if you have good candidates and you want to move them along in the process but you’re not getting to them quickly enough. Those folks, if they don’t hear a response very quickly, they’re likely moving on to the next opportunity. And you certainly don’t want to lose access to them. So that’s what we mean on the one side of the fence when we talk about them hearing crickets.

On the other side of the fence though, are the people that you are clearly not moving forward with. When you don’t have an automated tool like an applicant tracking software piece available, it becomes very difficult to keep applicants up to date with where they are and communicate with them effectively. And so even though you may not be worried about them as a potential hire, you don’t want to give those folks incentive to speak poorly of you out in the employment marketplace. Certainly we all have a brand to our potential customers, but that branding also extends over to the employment side of things. So, whether you are talking about your better applicants or your not so good applicants, having a ready way of keeping them apprised of where they are, what the next steps are, and where they fall in that process…is going to be very critical to making sure that you maintain a good presence in the employment brand space out there, and avoid giving people incentive to speak poorly about you to others. So again, hopefully this has been a nice help just to give you a few quick indicators. These aren’t the only ones by any means, and they may not be the exact ones for you…but certainly something to keep in mind as you continue to grow and your business gets to points where you might be considering something like this.

For more information about how ExactHire’s HireCentric applicant tracking system, please visit our resources section.

Making Your First Hire – Don’t Be Nervous

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So you are a small business and ready to grow – maybe you are currently the only employee or you have a few partners in your company.  Or maybe you are building a HR department from scratch. Either way, making your very first hire can be daunting, here are a few things to keep in mind to make sure this first hire (and future hires) are a success.

Find the right fit

At ExactHire, we are firm believers in finding a person who is the right fit for the job, as well as for the company culture. Upon reviewing resumes and narrowing down your choices to a select few candidates, make sure to ask yourself, how will this person fit in the company? How will he/she adapt to the job at hand? This is key especially at small companies where employees “wear many different hats” each day on the job. Employee assessments can be a great tool to find out if the applicants are likely going to fit in with your organization, too.

Follow your gut

Do not downplay the need to trust your intuition. If you are part of a growing company, you need to feel comfortable with each hire and adapting that person into his/her role on the team. If your gut is telling you that it might not be the best choice for the position, then make sure to listen to that instinct. It can be expensive to have to rehire after the fact and start training over if you make a wrong hiring decision. Remember, no one is perfect either, at some point in your HR career you will probably make a hiring “error” but following your gut will help avoid a lot of this trouble.

Test applicants accordingly

Along with testing applicants for culture fit by using assessments, you can use job skill tests to make sure their technical experience is right for the job responsibilities at hand.  This can be software-based testing such as Microsoft Office or Quickbooks; or, it can be skill-based such as basic math, spelling, data entry or telephone skills. It can also be job-specific, such as an IT programming language, accounting, legal, industrial or medical knowledge. Using a skill test will help narrow down your choices after you have found a good fit for the company culture.

Know HR regulations and laws

If this is truly your first hire, make sure you are aware of regulations and laws in your state.  The Equal Employment Opportunity Commission can help with lots of topics on which you may have questions. Making sure not to discriminate in the hiring process as well as completing any reporting that is necessary, are important practices to keep your business compliant. This pertains to job advertisements, recruiting, application questions, pay rates, referrals and much more.

I know this may all seem overwhelming to think about, but in the long run it’s exciting! You are part of a growing organization – don’t make the hiring process a nerve wrecking one (for you or the applicant). Have fun and follow these simple rules to get the most out of it all.

For more information about assessments and skill tests, please contact ExactHire today.

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Need Employees for Your Small Business? Hire for These 8 Characteristics!

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I believe strongly that I was meant to work for smaller organizations – start-ups especially. And while I have never worked for a really large company (and so have no true frame of comparison), the way I’m hard-wired screams for me to be in a place where I can wear multiple hats. But not everyone is destined to thrive in a smaller business. However, there are some key traits you should seek when screening applicants for jobs available in the office of your start-up company…

1 – Resourcefulness

Let’s face it…many times employees at a small business have no precedent to set the stage for how they might approach a given situation or obstacle. There’s no “way we do things around here” yet and so individuals must jump in and get their feet wet to figure out what works well, and what will just be a temporary bandage to get through the issue. This can be very exciting for some, but cause a near panic attack in others. So it’s simple…just hire MacGyver, or find the most recent Discovery Channel reality TV star that fashioned a fishing basket out of jungle vine, right? But seriously, the tendency for one to be resourceful can be at least partially unearthed through a line of interview questions that ask the candidate to provide specific examples of how previous work obstacles were overcome when a new type of challenge was presented.

2 – Ability to Self-Direct…& Gets Bored Easily!

The ability for one to be autonomous and able to stay on task is not the most earth-shattering revelation on this list. But, have you thought about the “why” behind someone’s motivation to get things done? In the context of a small business environment, many times the most successful people not only cross all their tasks off the proverbial Post-it note regularly, but do so with enthusiasm because they have another Post-it note waiting for them to attack – one that has all the new ideas they jotted down the other day. The important point here is that while these people tend to get bored easily, they are in an environment where they are empowered to create their own work…so it’s impossible to get bored.

Of course all positions have responsibilities that are somewhat reactionary, but your proactive small biz Kool-Aid drinkers are happy as long as they get to dig their hands into many different cookie jars to help improve the company and their role.

3 – Passion

Unless you are screening for new Dancing with the Stars candidates by rating their tango, passion in the context of the SMB market doesn’t have to imply intense emotion, but rather a compulsive drive to continuously improve upon the processes, products and services that propel the organization forward. It basically means that your people honestly give a care about the long-term impact they have on your organization, and that your organization has on its industry and community. They do NOT get a case of the Mondays each week. I’m not trying to say that some people who work for large corporations are not intensely devoted to their occupation…I’m merely saying that in a small biz…it’s blindingly obvious when someone on the team doesn’t have the same mojo as everyone else there.

And while you’d probably begin the search for this trait by asking the candidate to describe an experience where he/she went above and beyond during a project…you might instead start by asking the prospect to tell you a story about someone who went above and beyond for him/her, first. Get details on the impact of that deed on the interviewee’s outlook and ask how he/she hopes to emulate that focus in his/her own life. Then, you might have an even better idea about his/her true passion (and how that could take shape for your organization).

4 – Unpretentious

Don’t hire people who are too fancy for their own good. You might work for a small company if…you bring your own stapler and mouse from home, or you fill up the company Brita water filter pitcher when it’s getting low in the fridge. The point is that employees have to do some things they may not be used to doing if they come from larger offices. If they are too good to help answer the office phone or start the dishwasher in the kitchenette when it fills up, then that’s going to grind some gears down the road.

5 – Inventiveness

To piggy-back off #1 on this list, you should have some people on your team that are gifted at innovation when it comes to creating efficiencies and brainstorming and executing new ideas. The important part here is to spread that creative gene around so that different teammates are engaged to excel in different areas. One might have a keen eye for detail and fresh promotional ideas; while another may have a talent for developing new procedures to anticipate potential hiccups down the road.

It’s a little trickier to screen for this type of trait in a personal interview, as sometimes you don’t truly know until you can see it in action. However, you can certainly assess one’s interests and behavioral tendencies through a pre-employment testing tool to give you a better idea of what makes the applicant tick. That way, you can explore initial assessment results with follow-up questions during a final interview.

6 – Optimism

Because the course of the ship can change frequently and suddenly in the world of a small company, at times there can be a general sense of the “unknown” in terms of what the future may bring. Some personalities can turn a lack of knowledge into the assumption that the worst possible scenario may come true…so the Negative Nancys of the world, in the absence of expectations for a clearly-defined career path inside of the organization might bolt (incidentally…our own Nancy on staff at ExactHire is in no way negative just to be clear!). In contrast, optimistic individuals have the capacity for embracing the fact that while a clear-cut ladder doesn’t exist, maybe other exciting and brand new roles will be carved out by ambitious contributors in the future.

7 – Adaptable

I won’t spend a lot of time on this one because it may be the most obvious necessity in a strong hire. But what are the giveaways to the true nature of someone’s flexibility? Try to probe for an interviewee’s specific reasons for changing positions within an organization or switching companies all together in the past. The bottom line is that small companies need staff members that perhaps even crave change and somewhat fluid circumstances, as these types of organizations can evolve quickly as the result of venture capital funding, unexpected turnover, etc. If you’re familiar with Chaos Theory such that a butterfly flaps its wings in Tennessee and a tidal wave hits Taiwan…know that SMB’s are feeling the butterfly’s blustery effects closer to Texas in contrast with corporate counterparts that can distill the effect over a larger employee base.

8 – Tech-Savviness

Let’s make an argument for having an average to above average knack for embracing technology. You’re probably thinking you’d find the opposite in a small organization where budgets might be too constrained to afford the latest Software-as-a-Service and other technological tools. However, what tends to be more expensive? Automating key processes or hiring more headcount?

Hire individuals who sit at least slightly to the right on the technophobe vs. software geek spectrum. In an environment where people resources are limited and multi-tasking is a way of life, people who can get up to speed on new software applications more quickly, and without a lot of hand-holding, are going to be more productive for your company faster. And in the context of a professional office setting, one of your first clues to this skill might be how effectively the individual completes the web-based employment application available through your applicant tracking system. Or, assess how involved this person is on a business-geared social media site such as LinkedIn.

Working at a startup can be a wild card, fraught with uncertainty about the future profitability of the company…or what your specific career path has in store…or whether you will be exposed to the type of experiences you feel you need in your profession. You’ll probably catch yourself saying “well, that’s part of working at a small business” from time to time when addressing a lack of things that might be readily available at a big business.

However, while your most valuable new hire prospects will certainly consider this expectation; they will realize that this same phrase can work to their advantage, as well, and probably more frequently if the traits they possess align well with their respective position. Above all, hire people that are motivated to see the immediate impact their individual role has on the business as a whole – arguably the most exciting part…and enjoy the ride!

ExactHire offers hiring software solutions specifically designed for the small- to medium-sized company. For more information on tools to help you find employees for small business, please visit our resources section or contact us.

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5 Tips for Small Businesses on Year End Activities

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Well, it’s the time of year to think about taxes and wrapping up all the paperwork! There are many activities that management needs to take care of at the end of a year. Here are a few tips (or reminders) to help make sure the new year starts off right for your small business.

#1 – Get organized / Make a budget

Organization is key! If you run or own a small business, you know what it’s like to wear many different hats. The more organized you are, the easier your year will be. If you have not done so in past years, please consider making a budget or at least a sales forecast for the upcoming year. It can be re-evaluated as the year goes on, but it will give you a good guideline of what to expect with expenses and income; as well as, help forecast cash flow and overall company growth.

#2 – Complete and file 1099’s

These are tax forms that show money paid to independent contractors or other workers not on your payroll. Also, this includes attorneys, janitorial companies, landscaping services and third party accounts. A 1099 is only filed if the person received $600 or more in the tax year. These forms are normally due by the end of January each year.

#3 – File Sales, Use and Withholding Taxes

This can vary by state, but please look at your state’s website to see what you are required to file and the deadline. Many of these are due by mid to late January so do not delay!

#4 – Send out W-2’s

This will likely be handled by your Human Resources department….with a small business, that may even be the owner or a third party company. The W-2 is a form for each employee that shows his/her total earnings, as well as taxes, state and federal, withheld from the employee. Each individual will need to receive this from his/her employer in order to file his/her own taxes. These forms are required to be sent to employees by the end of January.

#5 – Assess your employees and consider giving bonuses

The new year is a perfect time to re-evaluate your staff and workforce structure. Look at all the positives from the past year. What could you do to improve the company culture or to show appreciation to your employees? How could peer feedback be incorporated to help everyone improve in their roles. Consider an employee assessment, such as a 360 degree review tool, to help in this area.

Try to implement a performance-based or profit-sharing-related bonus if you do not already have a plan in place. Or, if a monetary bonus is not an option, look into other options to reward them for a year of hard work and progress, such as a staff retreat or nice lunch out of the office. This will give everyone a sense of accomplishment and boost them to be excited about the new year ahead.

ExactHire’s software applications are specifically designed for small- and medium-sized businesses. For more information about our solutions, please visit our resources section or contact us.

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Can Recruiting Software Improve Efficiency for Small Companies?

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Recruiting has many components to it. While all companies (large and small) will differ with their own specifics, there are some common things that are part of most everyone’s recruiting process:

  • establish your brand for potential applicants
  • consider different ways to attract applicants
  • nurture them if the time isn’t quite right for one party or the other
  • move them along in the process to avoid missing opportunities
  • keep track of what has been or needs to be done with these applicants

Larger organizations have used technology to help with these items for 10-15 years, but only recently has it become feasible for smaller organizations to do the same. Good recruiting software (also referred to as Applicant Tracking Software or ATS) is now a cost-effective way for small companies to gain efficiency in these common recruiting tasks.

A good analogy is accounting software. Unlike 25 years ago, small companies today have access to very functional (and affordable) tools to automate the various aspects of their accounting. Today, the thought of handling these functions manually is almost laughable, given the technology available. In many cases, smaller organizations are finding the same to be true with recruiting. Below are some quick examples of how these types of tools help companies streamline the common aspects of recruiting:

  • Branding — great recruiting software will reinforce the existing web presence of an organization. This levels the playing field against larger competitors who have been doing this for years.
  • Attracting applicants — making potential candidates aware of openings is critical. Beyond traditional job boards, leading-edge recruiting software solutions are utilizing technology available to help leverage the social and business contacts of existing employees to drive more passive candidate traffic. These are the people who are potentially open to a change, but haven’t yet started actively seeking opportunities on job boards.
  • Nurturing candidates until the time is right — more progressive ATS offerings will allow an organization to “drip” on potential candidates with new openings and/or social media updates to keep them engaged. This keeps the organization more top of mind for that potential candidate.
  • Move them along in the process — knowing which applicants have applied, where they are in the process, and the next steps to be taken are keys to successful recruiting. This keeps good applicants more engaged and helps to avoid losing them to other opportunities. This is one of the core functions of a good applicant tracking system.
  • Keep track of what has been done — this is important to any organization, as documentation can be invaluable for situations where discrimination or unlawful hiring practices are alleged. For organizations that are required to comply with Affirmative Action regulations, the right software application is imperative.

 

Using this type of technology can certainly improve the efficiency and effectiveness of the recruiting process for an organization. To learn more about ExactHire and our solutions, please visit our resources section or contact us today.

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Best Applicant Tracking System for Small Business

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Not too long ago, the idea of a small business using an applicant tracking system (ATS) was unrealistic. Most solutions were geared to larger companies and were too expensive and complicated for smaller and medium-sized organizations. Thankfully, times have changed and you have options for finding the best applicant tracking system for small business.

Now, even very small employers are seeing advantages to using an ATS. At the same time, the list of providers offering this type of software has expanded dramatically. While there are a number of very good options from which to choose, there is arguably a larger number of “bare bones” offerings that may not help an organization as expected. To that end, below are some things to consider to make sure you can select the best recruiting software for your small business:

  • Will you want/need to push to external job boards — i.e. Monster, CareerBuilder, LinkedIn, colleges, Department of Workforce Development, etc.?
  • Can the solution reinforce your web branding?
  • How user-friendly is the process for your applicants?
  • Is there flexibility to allow for both applications and/or resumes to be gathered from applicants?
  • Is there additional cost for multiple users in or out of HR (hiring managers, executives, etc.)?
  • Are there limits to the number of jobs that may be posted at a single time or how many applicants are allowed to be kept within the system?
  • Will the vendor help you get the ATS configured and ready for live use?
  • How is training done?
  • Is live support available when you have questions?
  • What is your budget for something like this?

Giving thought to some of these factors will help you better define your particular needs and more readily identify a short list of providers who can meet those needs.

To learn more about ExactHire applicant tracking system for small business, please visit our resources section or contact us.

SMB Pre-Employment Screening Guide Ebook

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Is Paperless Hiring More Efficient?

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Would paperless human resource processes be more efficient for my small- to medium-sized organization? My cut and dry answer is yes. Since we are all grown-ups, however, we know that there are rarely instances when answers are cut and dry. So, let’s explore, briefly, why my answer is yes.

What do I do with all of these paper resumes?

Do you remember that seminar where the instructor says, “Try to make all of your paper ‘one-touch!’” Could you imagine a world where employment applications were one-touch? That’s a mind-boggling concept.

What do you do with hard copy applications these days? Let’s say you currently accept them electronically (perhaps via email) and/or in printed form (perhaps via mail/fax or at a job fair in person) and put them into a collection pile/email folder (touch #1). Then, you sort through the pile (touch #2) to see which ones you like the best. Oh darn! You’ve just knocked over your coffee; let’s hope this was an electronically submitted version. Then you walk the application stack over to the hiring manager for review if you are lucky enough to be in the same building (touch #3). I’m sure you can sense that this process is getting lengthy.

With an electronic application, there is no need for you to “do” anything with the applications until you’re ready to sort through the proverbial pile. If you want to forward an application to the hiring manager for review, then its three clicks of a button and the hiring manager can check out the application. I don’t know about you, but I can’t even make it to some of my co-workers offices that quickly. Plus, the process of sorting is a whole lot easier when using a web-based hiring software application that allows you to use automatic scoring and disqualification filters on application screening questions.

Paperless hiring helps you to be more productive with your time and de-clutters your office & email inbox.

I can’t read this application; do you know what it says?

I hear school systems are doing away with cursive writing. I don’t know if it’s true or not, but it is all of the buzz with this new school year starting. But if focus is diverting from penmanship, then I have a feeling concerns with chicken scratch writing (per my question above) are only going to increase. If everyone completed his/her application or new hire paperwork online electronically, then you would not have to worry about the difference between an applicant’s handwritten number one or seven.

Paperless hiring software makes documents more legible.

We have compliance reporting deadlines coming up. Have you been keeping track of that spreadsheet?

No more need for manually documenting applicant information in spreadsheets! Because all of the information is captured automatically in a database, there is no need for anyone to manually enter information into an applicant flow log spreadsheet for affirmative action reporting, for example; nor, would there be a need for anyone to “catch up” the spreadsheet if it was not kept current.

Human resources software takes the tedious manual tasks out of the reporting process.

The two big efficiency questions are: will paperless hiring save me time and will paperless hiring move the process along more quickly. Yes, paperless hiring will make a compelling impact on both fronts.

To learn more about efficient software solutions for the hiring process, please contact ExactHire today.

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