03.05.14 |
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Optimizing Your WOTC Screening Process — Second Principle: Eligibility

Five interdependent, key principles can help maximize the value of a company’s Work Opportunity Tax Credits (WOTC) program. We’ve already covered screening compliance; the next key principle is eligibility.

Eligibility refers to the number of new hires who are members of one of the WOTC target groups and, therefore, qualify a company to claim the credit — such as veterans and TANF (Temporary Assistance for Needy Families) recipients.
It sounds simple, but one of the most effective ways for companies to help increase the number of WOTC-eligible employees they’re hiring is to ensure every prospect is being screened thoroughly.

The IRS Form 8850 can be confusing to prospective employees.  A WOTC screening process that uses easy-to-understand questions can drive higher eligibility rates. Further, a Web or phone based screening process using step logic technology can help reduce the time applicants spend completing WOTC screenings. Such screening processes also can provide an employer with a candidate’s potential eligibility determination in real time.

With the option to run eligibility reports that show the percentage of applicants and new hires that fall into specific WOTC target groups, hiring managers can gain greater insight into their hiring process and overall workforce.

If you’re interested in learning more about screening programs that help identify potentially eligible WOTC candidates easier and faster, contact ADP here. And make sure you catch the rest of this series; our next post will cover the third principle: forms compliance.



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