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7 Best Staffing Software Tools in 2022

The world has recently seen one of the greatest increases in job-hopping in recent memory. According to a Resumebuilder.com poll, about 23% of employees will seek new jobs in 2022. This represents a huge challenge for companies and staffing firms as they are now required to fill more open positions than they ever have in the past. Luckily, technology has made it easier in many ways to source, manage, and onboard applicants and new hires. The issue for HR departments or staffing agencies is choosing the right technology/software tools for their business so that they can ease the burden of hiring on their staff and make better decisions in regards to bringing new employees on board.

In this guide, we hope to provide some guidance into the best staffing software tools on the market today.

Bilflo

This powerful software was created to integrate your current front office (ATS, CRM) with back-office processes (Payroll, Accounting, Time Management) to automate data entry, which helps you save time and money. Sales and recruitment activity is consolidated and tracked in Bilflo, along with rates and time from different systems. In addition, sales and gross profit information is unified in real-time.

Features

ATS Integration – Bilflo APIs (Application Program Interface) communicate seamlessly with your ATS by bulk retrieving information and transferring it to your backend so you can avoid hours of manual data entry.

Timecard and Expense Management – The system effortlessly remember and calculates vacation and sick days, and it tracks per diem charges and generates expense reports for you. It also automates the timecard approval process.

Real-time Reporting – This is great for staffing and recruiting agencies because Bilflo handles direct hire and contract payroll and invoicing, which means you will be able to get gross profit reports in real-time for any team member, over any period of time, for any service offering. These reports help recruiters to find where payments are falling through the cracks.

Jobadder

JobAdder is a leading cloud-based recruitment software solution that helps the agency and in-house recruiters find and manage talent more effectively through automation. JobAdder’s flexible powerful technology works with existing recruitment processes and HR systems to offer a seamless experience.

Features

Web Driven Timesheets – Configure and format timesheets, enter payroll start dates and time-increments, log in to timesheets from any device and receive automated reminders.

Recruit on the go – Take care of the recruitment process on the move with the voice-to-text functionality, applicant screening and smart reminders. Access the system anytime with the range of mobile recruiting apps, including iOS, Android, Windows Phone and HTML5

Easy Access to Job Boards – Facilitate easy access to prominent job posting boards and social media sites. Track every applicant with automatic source tagging and make the hiring process faster.

BambooHR

This software provides a suite of human resources software aimed specifically at growing businesses. BambooHR’s ATS tool component can be customized to fit each team’s needs and is designed to make information easy to find for all stakeholders. It also offers the advantage of being able to integrate with a much larger HR suite that handles compensation management, onboarding, time tracking, and performance management.

Features

Accessibility – it’s available in mobile, desktop and cloud-based formats. Teams can view resumes, answer candidate questions, and provide ratings and feedback from home, the beach, or really anywhere.

Robust Team Collaboration – their software allows for enhanced collaboration between hiring teams with automated alerts and in-system messaging to ensure continuous communication. It centralizes candidate data that is delivered instantly to desktops and mobiles.

Enhanced Onboarding Experience – Bamboo does a great job with managing the transition from applicant to employee. Recruiters can customize new hire packets that include information about their first day, an introduction to their new team, and onboarding tasks so they will be ready to start as soon as they arrive.

Paylocity

This all-in-one tool allows recruiters and HR pros to easily manage daily tasks in payroll, benefits, talent, and workforce management. Their system is intuitive and easy to use.

Features

Customize Processes – Paylocity allows you to delegate responsibilities to recruiters and hiring managers while configuring custom workflows that automate the approval process.

Compensation management – the data and insights from your compensation management program can help you customize merit plans based on your pay cycles. Affirm alignment with company goals by allocating budget and participant eligibility for the plans. Develop automated approval processes and guidelines to ensure the strategy is followed.

Recruiting Analytics – this software has a very powerful analytics engine that helps identify bottlenecks, forecasts time-to-hire, gives you cost-to-hire metrics and much more with interactive dashboards that allow you to visualize data simply.

Workable

A complete solution for recruitment, Workable provides applicant management tools, processes, and automation, all in one place. Their interface is user–friendly, easy to keep track of candidates.

Features

AI Recruiter – As you create your job, AI Recruiter scans your job description for the best passive and existing candidates.

Anonymized Screening – Improve hiring inclusivity by anonymizing candidate information. This feature is easy to turn on and helps remove bias during the initial CV screening.

Pre-Employment Testing – They remove the need to work with an assessments provider – choose from 5 personality and cognitive assessments, right in the job editor. Recruiters can leave feedback in one unified place without leaving the candidate timeline.

Bullhorn

Bullhorn Recruitment CRM is a SaaS based solution that offers a suite of features typical of applicant tracking systems: a mobile app, batch or mass communication with potential candidates via multiple channels, instantaneous posting to multiple job boards, resume parsing, and data and document uploading.

Features

Resume Parsing – this feature helps recruiters automatically extract the most needed information from resumes to help save time and improve efficiency

Email Inbox Gadget – this helps recruiters better manage the endless amount of emails they receive. This allows you to view emails according to the info that you have in the platform. You can take action from your email instead of having to toggle between that and the platform.

Compliance Automation – this feature allows your team to stay GDPR and CCPA compliant automatically by collecting initial and ongoing consent and sharing privacy policies with every candidate at the right time

Zoho Recruit

Zoho Recruit is a cloud-based ATS. This product offers features typical of applicant tracking systems: a user-friendly interface and customizable dashboards, batch or mass communication with potential candidates via multiple channels such as email or by leveraging its integration with social networking sites (e.g., LinkedIn) and commonly used applications (e.g., Outlook, Google Apps), posting to multiple job boards and a branded company career page, and resume parsing.

Features

AI Job Matching Assistance – this feature helps quickly identify talent and provides behavioral assessments of candidates, and uses AI to score and better help you select the right talent.

Hiring Pipeline Management – this tool helps recruiters better visualize how many candidates are in each stage of a job search. This 360-degree view is fully customizable.

Candidate Portal – Bring candidates directly to your recruitment system and qualify suitable candidates. Candidates can apply to a specific job, submit information for future opportunities and track job status.

Best Staffing Software Tools: Conclusion

There are many great staffing software tools on the market today, but only a select few will be great for your particular business. There will always be trade-offs when selecting a technology, so it is important to know what fits in best with your staff and objectives.

How AI is Changing the Game for Recruiting

Even though it may seem like something out of a science fiction movie, AI or artificial intelligence is now here to stay. While often depicted as scary in contemporary films and TV, AI has proven to be extremely helpful to the recruiting and staffing industry due to an increasing demand for human capital paired with a diminishing supply of experienced and talented people within the labor pool.

Although it is still in its infancy, it has made inroads in many industries, but perhaps none more profoundly than in recruiting and staffing. AI for recruiting is the application of artificial intelligence to the talent acquisition process, and is designed to streamline or automate some part of the recruiting workflow, especially repetitive, high-volume tasks. According to a recent IDC report, in 2 years time 77% of HR organizations will be using AI for talent acquisition. While 56% currently use AI for this purpose. Let’s take an in depth look at all the ways AI is changing the game for recruiting.

AI FOR RECRUITING: SOURCING CANDIDATES

One of the most time-consuming and mind numbing parts of a recruiters job is manually going through loads of resumes looking for the appropriate candidates. Nearly half of recruiters say they spend close to 30 hours a week on sourcing alone. Instead of overtaxing recruiters, AI is making it possible to automatically narrow down the best people based on experience, skills, tenure and other qualities by applying this knowledge to automatically rank, grade, and shortlist the strongest candidates. Intelligent screening software that automates resume screening represents a huge opportunity for recruiters because it integrates with your existing ATS. This means it doesn’t disrupt your workflow or the candidate workflow and requires little IT support, not to mention it accelerates the hiring process.

BETTER ENGAGEMENT WITH CANDIDATES

Anyone that has ever gone through a number of interviews with a variety of companies can tell you that the process can sometimes feel dehumanizing. Ironically, it’s because many times humans, in this case recruiters and HR professionals, let emails, phone calls, and inquiries go unanswered due to the sheer amount of work they have on their plate. The result is that otherwise talented candidates that may be a good fit will slip through the cracks because they feel disillusioned with the hiring process of that organization. This is where AI can be especially effective because it can automatically respond and reach out to candidates with more info and even with full on conversations. Even though candidates know that there may not be a human behind this interaction, at least the organization is keeping them updated and answering any questions they have in a timely manner. Additionally, AI and automation can provide assessment testing and scoring without human intervention to create more efficiency in the hiring process by qualifying candidates quicker.

REMOVING BIAS FROM THE HIRING PROCESS

Unfortunately we all have biases. We tend to pre-judge people based on incomplete information and while most of these biases are not borne of malice, they are nonetheless harmful. Additionally, these biases often lead to bad hiring decisions that can negatively impact a company’s culture. Since AI isn’t warped by human biases, the outcomes it produces have less to do with race, gender, disability, or sexual orientation and more on skill and competency. This technology helps standardize the hiring process which ultimately results in more inclusive workplaces which have been shown to improve a company’s bottom line.

REDUCTION OF HIRING TIMES

In order to thrive, companies need to fill openings within their organization in a timely fashion. The reasons for this are keeping positions open can overburden existing staff, draining their morale and lowering productivity. Perhaps the most important benefit that AI offers is how much it reduces the hiring lifecycle. By automating the most repetitive and time-consuming parts of the hiring process, recruiters and HR professionals are able to find candidates, move them through the hiring pipeline, and onboard them quicker. The best part is that this technology can be integrated into existing recruiting processes without disruption.

DOING MORE WITH LESS

No matter what industry you’re in, executives are always looking for ways to cut costs while improving efficiency. Recruiting is no different in this regard, but luckily AI accomplishes the “do more with less” credo. This technology frees recruiters from menial tasks in a way never before seen, allowing them to forge more deep and meaningful relationships with candidates. This increased time spent with candidates allows HR staff and recruiters to go beyond just skills and achievements to see if a candidate would be a fit with company culture and to better assess their soft skills.

AI FOR RECRUITING: IN CONCLUSION

The bottom line is that AI has made recruitment faster, better and more fair. It’s by no means meant to replace humans in the hiring process, but rather to augment their skills and make them more potent by eliminating tasks that are menial and time consuming. Strangely, AI actually helps humanize the hiring process by improving workflows, improving engagement, and allowing everyone involved to feel more appreciated and allowing recruiters to spend more time getting to know the candidates they are looking to hire.

Medical Staffing Solutions: How to Find and Keep Nurses

Our most essential care giving institutions are under siege amidst a nursing staffing shortage that has now taken center stage. The COVID-19 pandemic has uncovered a long known issue amongst medical professionals and amplified it into the public sphere. Nearly two years of caring for critically sick patients who can’t have family or other loved ones by their side and are repeatedly facing death has made an already difficult job even more difficult. This has caused burnout to skyrocket, forcing many nurses and other health-care workers to quit. This has added to the stress of those who remain, because they are frequently forced to work longer hours under more difficult conditions while caring for even more patients. This unfortunate cocktail of less nurses for a greater number of sick people has resulted in worse outcomes for patients. It is crucial for medical institutions to solve these nursing staffing issues to lower mortality rates, shorten patient stays, and improve overall care.

Some statistics from Nursing Solutions Inc.(NSI) :

Hospitals are experiencing a higher registered nurse (RN) vacancy rate. Currently, this stands at 9.9%, up another point from last year. Less than a quarter (23.9%) of hospitals reported a RN vacancy rate of “less than 5%”.
An overwhelming majority (94.8%) of hospitals view retention as a “key strategic imperative” and to a lesser degree, is evident in operational practice/planning. Almost all hospitals have retention initiatives (80.7%) however, only half (51.4%) have tied these to a measurable goal.
In 2019, less than a quarter (23.7%) of hospitals reported a vacancy rate greater than 10%. Today, over a third (35.8%) are in this group.

So how does the medical establishment solve the problem of finding and keeping nurses?

Medical Staffing Solutions

Strategic Engagement in the Hiring Process

In a competitive nurse staffing market, it’s more important than ever for hospitals and clinics to be both more strategic and engaged during the hiring process. As with any sector, the first impression of an organization is usually formed during the hiring process;It’s critical to create a hiring plan that is helpful, thorough, and transparent. You could accomplish this by taking the following steps:

Write a complete and accurate job description that reflects your organization’s mission and the role to be filled
Communicate frequently and keep candidates updated on the status of their application and establish clear timelines
Perform a comprehensive review of each candidate’s application.
Read reviews from employees and candidates to gather feedback about your hiring process
Allow for peer interviews by other nurses – this creates cultural buy-in from existing current employees as they are a great barometer of how someone will fit into the existing team
Utilize staffing technology platforms that can automate some of the more menial tasks in the hiring process to allow for medical HR staff to both key in on all the appropriate candidates and more easily manage the hiring pipeline

Reward Hard Work and Performance

It doesn’t matter the job or industry, people appreciate being recognized for a job well done. Properly recognizing employees for good work can help them feel like they are a valuable part of the organization, boost their confidence, and motivate them to stay loyal to the company. Create unique ways beyond verbal praise to demonstrate to the nursing staff that their work is valued and appreciated on a regular basis.

Establish a rewards program could include the ability for coworkers to nominate one another
A mention in the company newsletter
Gift cards
Paid for group outings
Paid staff lunches

Collect and Deploy Feedback

Many times medical organizations suffer from a management structure that only allows for communication to go in one direction –top-down. Unfortunately, this results in nurses not feeling heard in regards to the challenges they face in their jobs.

Not only does not having a voice in the workplace lead to lowered morale among staff, but it robs the hospital or clinic of crucial intel from their most essential front line care workers. In this way, the harm of not accepting and deploying feedback is two fold. It creates resentment amongst nursing staff, and robs the institution from learning crucial information and optimizing processes that could cut costs, improve productivity, and enhance care.

Promote Professional Development

Everyone within an organization likes to feel like they can improve their skills and their standing within their chosen job. The nursing profession is no different in this regard. The first part of professional development is being transparent about a career track whereby nurses can increase their pay, position, and improve their skills. These types of professional development programs can boost nurses’ confidence and create loyalty to their current organization. This means creating training programs in the form of webinars or workshops to support nurses’ desire to advance and gain skills that will help them provide exceptional patient care. Also, sending your nursing staff to conferences where they can network with other professionals and learn about new nursing topics and trends. When nurses feel like their workplace invests in their development, they are far more likely to stick around. In a modeling study, conducted with several colleagues at the University of Virginia, it was determined that hospitals that invest in burnout reduction programs — everything from safe staffing to well-being initiatives to meaningful raises and bonuses and clear lines for professional mobility — spend about 30% less on burnout-related costs. And new nurses who work at such burnout-savvy hospitals tend to stay at their jobs about 20% longer.

Provide Competitive Compensation

This may be an obvious and straightforward point, but organizations need to pay on par or better than their competition to hire and retain nurses and stay adequately staffed. Currently, we find ourselves in a situation where nurses have more leverage than ever before in regards to their career. Quite frankly, supply is low and demand is high. This means employers need to provide a competitive salary, a sign-on bonus, and an enticing compensation package that may include extra paid time off, tuition reimbursement, and other benefits. Although your present employees may appreciate working at your location, it’s critical to pay annual salaries that are competitive with those offered by others in your industry. If salary is a major deciding factor for an employee, and they’re a nurse who contributes significantly to the organization, you might be able to keep them by providing them more lucrative compensation.

TAKE STEPS TO RELIEVE BURNOUT

In nursing, a paradigm change from crisis intervention to mental health promotion and prevention is critical. For years, healthcare executives failed to adequately address high rates of burnout (emotional weariness, depersonalization, job alienation, and a sense of ineffectiveness) and harmful lifestyle practices among their workforce. Instead, burnout was thought to be a personal rather than a systemic problem. Individual nurses were left to work things out on their own, which resulted in a crisis. This problem has been exacerbated by the Covid 19 pandemic and has led to lower moral and decreased retention rates amongst nursing staff.

Here are some tips to help ease the mental fatigue of nursing staff:

Frequently check-in with nurses
Provide nurses wellness programs
Integrate more PTO into nurse schedules
Reduce administrative burden
Enable technology solutions the remove redundant or menial tasks

In Conclusion

The answers are clear – in order for hospitals and clinics to be better equipped to maintain appropriate nurse staffing levels, medical organizations need to enhance their hiring processes to be more engaged and transparent, provide greater feedback opportunities, incentivize a nurse’s professional development through learning opportunities and career development that allows them to grow and earn more.

How To Improve Recruiters Performance?

Recruitment processes that are efficient, productive, and pleasant for both candidates and hiring teams will surely improve your recruiters’ performance. Let’s take a look at some ways you can boost recruiter performance quickly.

Improve Recruiters Performance: Introduce healthy competition

Let your recruiters see their real-time individual and team performance allowing them to gain insights into their work contributions and encourage fun and healthy competitions between departments

Many employees are motivated by elements other than money and incentives, such as recognition, challenges, and empowerment which can easily be done through individual contribution tracking.

Keep the competition fresh by updating your team in real-time, whether on a digital dashboard or a whiteboard in your office.

Streamline work processes

Wouldn’t you agree that manual back-office processes are mundane?

Workplace productivity does not only refer to getting things done but more so, the time spent by your employees on things that actually matter.

Repetitive jobs are great for automation, and with so much new technology available, there’s no excuse to keep wasting time on them. Automation doesn’t mean having to replace human work altogether but instead gives efficiency to the job that needs to be done.

Utilize business intelligence

Seeing the proof in numbers can often clarify the big picture for your recruiters. Use a business intelligence tool that collects your sales and workforce in easy-to-read formats. Having clear data on your organization’s sales and performance will help you identify inefficiencies and address them accordingly.

If you want to better utilize the skills and potential of your recruiters, then we might just have what you need at Bilflo.

With Bilflo’s automation and business intelligence software, you can work with your staff to figure out what your top-performing teams are doing and how you can build on their achievements. Through this, you create a culture that acknowledges and promotes individual effort and problem-solving and promotes technique-sharing that’s beneficial for everybody in the long run.

Please feel free to check out these 30-sec videos on how our business intelligence software works:

Improve team performance by using Bilflo

How to Avoid the 3 Most Expensive Payroll Errors?

We totally believe that many mistakes are technical and unintentional, but they can be costly for businesses. In fact, according to the IRS, 40% of small to mid-sized businesses face IRS penalties related to incorrect and delayed payroll filing. But what, exactly, are the mistakes that happen during the payroll process? Here are the 3 most expensive payroll errors and how to avoid them.

Most Expensive Payroll Errors

Depositing employment taxes late
- It’s important to be crystal clear on employment tax due dates.

Mis-classifying employees and contractors
- It’s crucial to make sure you understand each classification and classify every person you hire correctly straight out of the gate.

Processing payroll using the wrong state
- If you have employees that work in different states, keep accurate payroll records and organize your files based on the state they work at and NOT where your office is based.

We know that no business wants to spend its hard-earned revenue on payroll penalties. But when you process payroll manually, you’re leaving a lot of room for human error.

Our team at Bilflo helps staffing companies automate their back-office workload such as timekeeping and payroll to reduce these costly errors and streamline your existing processes.

Bilflo ensures that our timekeeping software handles different timecard options and is fully customizable to meet your organization’s needs, we also handle overtime calculations in all 50 states to help you stay compliant by only showing state-applicable overtime rules.

Aside from this, we take automation to the next level by combining it with Business Intelligence to provide you meaningful insights to make data-driven decisions.

Feel free to take 3 minutes for a preview of Bilflo.

30 sec Video Experiences of the simple user interface:

If you want to learn more about how we can help you reach your goal, please schedule a Discovery Session with our team today.

Overtime Penalties: What is it and how to prevent it

Utilize Automation To Ease Workloads and Improve Outcomes

Which technologies to invest in to be prepared for 2022?

Covid 19 has greatly impacted most businesses in terms of productivity and revenue. The focus for 2022 for most organizations, will be all about recovery and resilience. Organizations are looking for ways in which automation can help make the business run more efficiently and support employees in their work. Here are two technologies we believe, staffing companies should invest in to be successful in 2022:

Technologies to Invest

1. Use Business Process Automation

Once you start your journey towards using business process automation, you see that the automation you use – while helpful – isn’t intelligent. It’ll do the job you need it to, but to take automation to the next level, you need to introduce business intelligence.

2. Invest in Business Intelligence

One of the ways to improve resiliency is through understanding how your business is truly operating. Business Intelligence can help you understand your organization’s overall health and help you easily spot inefficiencies, market trends, and opportunities.

Business Process Automation and Business Intelligence work hand in hand

In the coming years, we will see more organizations use business process automation to streamline their current processes – especially the manual ones – to see where real value can be delivered. On the other hand, Business Intelligence gives organizations meaningful insights to make data driven decisions.

By investing in these two capabilities, you can help create a strong foundation to ensure your processes work to support and advance your plans. These technologies will become the norm by 2025 and businesses that make an early start on adopting them will be at a huge advantage over their more competitors.

At Bilflo, we combined business process automation and business intelligence to help staffing companies scale their back office with ease while getting the business intelligence you need to manage your staffing company.

See how our integrated solution works by checking out our resources:

If you are interested in learning more, please feel free to choose the time and the date that would be most convenient for you to talk to our team for a Discovery Session

Empathy in 2021 and beyond: Ways it Can Increase Employee Satisfaction

Staffing Industry in 2022

Where will the Staffing industry stand in 2022?

Most companies are scaling up the use of data science and expediting their digital transformation to deploy technologies like Business Process Automation and Business Intelligence in the workplace to improve their processes and people analytics.

Business Process Automation:

Business Process Automation can help amplify productivity by taking on mundane data entry tasks so that employees can focus on more creative and high-value work. As a result, there are more opportunities for workers to upskill in a new field in which they may excel. In a recent study, 34% of business leaders said business processes automation can help free up time for more meaningful, valuable work.

Business Intelligence (BI):

Organizations are unknowingly sitting on a goldmine of data. However, ‘data’ without insights is meaningless. Businesses need the right tools in order to ensure that data acquires meaning. Using data for people analytics can help drive better business results, improve workforce management, create more efficient systems, develop better client and contractor experience and create a quantitative impact on their bottom line.

Employee Experience

There is no doubt that Employee experience will continue to be a top priority for HR professionals. A recent study shows that 49% of employees will quit their jobs when they experience just 2 payroll issues. Ensuring that your employees are compensated correctly and on time builds trust, loyalty and as a result turnover rates decrease.

Spot Bonus Programs

“Spot Bonus” programs dramatically increased in 2021 as a way to combine short-term employee retention and performance objectives. Some companies offer sign-on bonuses or salary increase after a certain period of time to recognize new employees who have made a commitment to the organization.

At Bilflo, we help staffing industry streamline their back-office processes while providing them the business intelligence they need to grow their business.

Please feel free to watch this 2 minutes video on how our software works.

Bilflo Feature Highlights

The Future of Staffing Lies in Automation.

How to Use Business Intelligence To Make Your Staffing Company More Profitable?

Empathy in 2021 and beyond: Ways it Can Increase Employee Satisfaction

The COVID-19 pandemic has resulted in personal and professional challenges, and the ability to have honest conversations in the workplace is crucial now more than ever. A possible contributor to this year’s so-called “Great Resignation” is the lack of empathy in the workplace.

Ernst & Young’s 2021 Empathy in Business Survey showed more than 50% of employees quit a previous job because their boss wasn’t empathetic to their struggles at work or in their personal lives. On the other hand, nearly 90% of workers who were queried believe empathetic leadership creates loyalty, and 85% say that it increases productivity.

According to Steve Payne, EY Americas Vice Chair – Consulting, their research finds that empathy is not only a nice-to-have but the glue and accelerant for business transformation in the next era of business. Empathy’s ability to create a culture of trust and innovation is unmatched, and this previously overlooked trait must be at the forefront of businesses across all industries.

The research shows that Empathy improves employee satisfaction and decreases turnover rates, but there are tangible business benefits to prioritizing empathy in the workplace too. The research shows increase in the following:

Efficiency (87%)
Creativity (87%)
Innovation (86%)
Company revenue (81%)

Based on the research, here are the top initiatives that would help employees feel more comfortable having open discussions with a boss include:

Having regularly scheduled one-on-ones
Providing opportunities to give anonymous feedback
Participating in team-building exercises
Receiving frequent reminders that they’re in a safe space to have open discussions
Participating in training/communication workshops about having open discussions

Enhanced Employee Support & Satisfaction

When Do Employees Start Job Hunting?

90 Percent of the Online Data Has Been Created in The Past Two Years!

Yes, you read that right. According to IORG, 90% of the online data in the world was generated in the last 2 years.

This is because of the new technologies we have such as Social Media, Internet-connected devices such as voice navigation, google maps, wearable technology (fitness tracker) just to name a few.

Though this doesn’t directly impact staffing agencies, have you ever wondered how much data your staffing company has generated, and are you able to make read and translate this data to gain insights?

At Bilflo, we consolidate and track sales & recruiting activity, time & rates from various systems and unify sales and gross profit to provide you with Business Intelligence for individuals, team performance, and the overall organizational health. You can easily generate valuable insights to see which part of your business is doing well by using predetermined filters or create as many filters as you need to effectively manage your business.

Bilflo helps you make data-driven decisions that have a dramatic impact on your bottom line and the overall growth of your company. And with Bilflo’s (Web-based) software, you can freely manage your business anytime, anywhere!

If you would like to find out more information about how Bilflo can benefit your business, you can request a Discovery Session and see it in action for yourself.

Overtime Penalties: What is it and how to prevent it

Under the FLSA, employers must pay overtime wages for any overtime worked—authorized or not. Failure to do so could land business owners with an expensive penalty, a lawsuit, or even jail time.

According to the Department of Labor, violators of federal overtime rules may be prosecuted criminally and can be fined up to $10,000. Repeat offenders can be imprisoned and are subject to civil money penalties of up to $1,100 per violation.

Avoiding Overtime Penalties

The best way to deal with overtime penalties is to not incur them in the first place. The easiest way to do this is to track employee hours and ensure that any employee working overtime gets paid accurately.
Implement an overtime policy that should state when you allow overtime, how to get overtime authorized, and what happens when workers ignore the policy. It should include clear instructions and consequences for employees, managers, and supervisors.
Automate your back-office processes to minimize errors that can lead to miscalculation of regular and overtime hours.

At Bilfo, we believe that there should be specific software to manage your back-office while providing you with Business Intelligence that you need to grow your business.

Bilflo helps you stay compliant by only showing state-applicable overtime rules in all 50 states and automatically calculates your employee’s pay. This means no room for errors and definitely no penalties!!!

If you are interested in learning more about Bilflo’s back-office management and Business Intelligence tool, schedule a Discovery Session with our qualified team today.