“We have a number of processes that can benefit from being automated by Process Director. There are too many of them to think of at the moment however automating them will help us to be more agile, efficient and in compliance.”

1. CUSTOMER PROFILEwww.bplogix.com
LABOR FINDERS AUTOMATES
EMPLOYMENT APPLICATIONS AND
ONBOARDING WITH PROCESS DIRECTOR
Labor Finders International, Inc. is the oldest and largest privately held
industrial labor staffing company in the United States. Founded in 1975, the
company outsources to construction, maintenance, industrial, hospitality and
manufacturing companies as well as offering skilled staff for electrical, carpentry,
hospitality, office and clerical. Labor Finders continues to place over 20,000
temporary workers every day.
Unlike other staffing companies, Labor Finders’ nationwide network of almost
200 offices are locally owned and operated. Labor Finders strength comes
from the commitment of its local offices
to consistently satisfy customers, while
demonstrating the core values of Respect,
Appreciation and Safety.
Since its inception in 2010, Labor Finders
received the prestigious Best of Staffing®
Client award for six consecutive years.
In 2014 Labor Finders secured the Best
of Staffing® Diamond Award for the fifth
consecutive year. The company has also
been ranked and included in the Entrepreneur
Magazine 36th Annual Franchise 500® list.
Jorge Quintana
CIO
The IT staff
wanted to
integrate a new
portal with our
existing systems
–and wanted
a BPM tool
designed from
the beginning
with APIs. That
way we could
develop around
the tool and use
it as an engine.

2. www.bplogix.com
A CORE AND CRITICAL BUSINESS PROCESS
Jorge Quintana is the CIO of Labor Finders, respon-
sible for providing technology solutions for this unique
company. As a light industrial staffing franchise com-
pany with almost 200 offices nationwide supported by
a centralized organization, Labor Finders International
is, according to Quintana, both a large and small com-
pany at the same time.
Another unique aspect of the company is the high
temporary employee turnover due to the nature of its
businesses. Serving a very specific niche of the blue
collar, light industrial staffing industry, Labor Finders
hires some people that work literally one day — and
others that work with the company for years. In ad-
dition there are people who might apply — yet never
work. In 2014, for example, Labor Finders issued
59,000 W2s; only 19,000 of those worked at least one
month (more than 30 hours per week).
With all of the recruiting, hiring, onboarding and
off-boarding that the company does, Labor Finders
had not previously implemented either an electronic
employment application or onboarding process. As
a result of a significantly higher number of people
applying per year than those who ultimately became
employed, Quintana observed that this was an area
ripe for improvement.
“We try to employ a standard hiring process, elicit
complete responses and not skip steps,” he re-
marked. The company works very hard to be com-
pliant with all employment laws and regulations as
well with all company policies to avoid any potential
employment claims.
THE SELECTION PROCESS AND CRITERIA
When the IT staff wanted to integrate a new portal
with its existing systems, they decided that what they
wanted was a BPM tool designed, from the beginning,
with APIs. “In that way we could develop around the
tool and use it as an engine,” Quintana commented.
The first process they wanted to automate was the
Employment Application and the Onboarding. Quin-
tana had to decide how Labor Finders was going to
address its process flows and business logic. He re-
searched products that met his primary requirements:
1) A competitive price, 2) Provided APIs, 3) Was
developer-friendly and, 4) Offered robust functionality
including electronic forms and logic.
The core research, which included talking to vendors
and developing an RFP, took three months. At the end
of that time Quintana’s team shortlisted three vendors
and began to schedule demos. One company was
quickly disqualified, as the team recognized that it
was not a good match. “Having delayed responses
and slow turn-around during pre-sales is not a good
sign,” observed Quintana. When the team narrowed
the selection to the last two products they were then
able to proceed.
The head of the software development group liked
the developer-friendly interface of Process Director.
Quintana personally liked the support that he received
from BP Logix throughout the evaluation process. The
next step was to develop a Proof of Concept (POC)
to make sure Labor Finders could accomplish what it
wanted to do.

3. www.bplogix.com
Having a good audit
tracking log is important,
as it helps us show what
transpired at our end. In
the past, we have done
that manually, which
makes it difficult to defend
to a government agency.
Support was important, as well as customer references.
According to Quintana, “I spoke to three customers and
there were two things they all had in common. They
ranked the level of customer service and support they
received from BP Logix as high and spoke about the
level of technical understanding the companies received
from the BP Logix staff. That helped to make my deci-
sion easier.”
INTEGRATION AND COMPLIANCE
The decision was made that the company’s much-
needed electronic Employment Application would be the
first deliverable developed by the Labor Finders team.
Onboarding, which will incorporate that electronic ap-
plication, would then become the first of its processes to
be standardized and automated.
A major concern and consideration with all employment
applications has to do with compliance. As Quintana
views compliance he notes that there are actually two
kinds of compliance: 1) What the company is required to
do by law and, 2) Company policies. Being a franchise
system, Labor Finders needs to provide a mechanism
for franchisees to ensure branch offices do not deviate
from their own individual hiring policies and address their
compliance requirements as well (insurance, tax credits,
the Affordable Care Act etc.).
A very important example for ensuring compliance with
company policies is the work opportunity tax credit that
involves employing people of a specific demographic
in a specific region of the country. Some franchisees
are involved in doing that which, in turn, requires those
branch offices to complete specific forms. Failure to do
so means leaving money on the table — which is never a
good business practice.
Another issue has to do with the errors that occur in
the applications themselves. Unfortunately, mistakes
in the hiring process can be used as justification for a
claim — something that Labor Finders seeks to avoid!
By standardizing the employment process, the company
can reduce human error, achieve consistency and be in
compliance.
ESTABLISHING AN AUDIT TRAIL
Reporting is very important to Labor Finders and was
a significant consideration in the company’s evaluation
process. “At any moment an applicant or employee can
file a claim against us. Having a good audit tracking log
is important, as it helps us show what transpired at our
end. In the past, we have done that manually, which
makes it difficult to defend to a government agency,”
reported Quintana.

4. www.bplogix.com
410 South Melrose Drive Suite 100, Vista, CA 92081
P 760.643.4121
www.bplogix.com
We have a number of processes that could benefit from
being automated by Process Director. There are too many
to think of at the moment however automating them will
help us to be more agile, efficient and in compliance.
While Labor Finders hasn’t completed its final analysis
yet, senior management has already acknowledged that
the paper costs (printing, shipping, and handling) and
time savings (data re-entry and time to process) are al-
ready significant. By saving time, the company is saving
money — and making the resources at branch offices
more productive.
Another cost-saving that Quintana noted is being able
to enforce compliance. “Being able to validate what was
done, and when it was done, is very important,”
he commented.
MOVING FORWARD
The software development team has recently finished
its design and will begin development this month. Quin-
tana must have a workable demo ready to share with
franchisees at the next semi-annual franchisee meeting.
“In the eyes of our franchisees, all they have to do
is log-on, then all the magic happens. What we are
building will look like a web app developed by us. The
solution actually will be built on Process Director and
integrate with our proprietary software — something
the franchisees do not need to know or care about,”
Quintana explained.
Labor Finders also needs customized processes within
each franchise entity— from light industrial staffing to
more traditional staffing. The processes vary slightly
so Quintana will have a progressive roll-out, doing one
franchise at a time. The skeleton of the product (the
portal) will be similar for all of them however.
The end result of automating its Employment Applica-
tion process will be that all Labor Finders employee
applications, onboarding data and documents will be in-
tegrated seamlessly with its proprietary staffing solution.
“We haven’t identified which of the business processes
we are currently doing manually will be next on our list.
We have a number of them, including expense report-
ing, office relocations and time sheets that could benefit
from being automated by Process Director. There are
too many to think of at the moment however automat-
ing them will help us to be more agile, efficient and in
compliance,” concluded Quintana.