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How to Improve Your Quality of Hire in the Hourly Workforce

How to Improve Your Quality of Hire in the Hourly Workforce 1016 528 Sprockets

The key to any successful business is a team of all-star employees, though it can be difficult to consistently hire and retain those driven individuals, especially when your business is severely understaffed. Overcome that challenge by rethinking your current hiring process. Is it effective? What kinds of applicants does it bring in? Are you successfully attracting and hiring top talent while filtering out undesirable candidates? In this blog, we’ll discuss why quality of hire is a crucial metric to track as well as what strategies you can implement to improve it. 

What is Quality of Hire and Why is it Important?

Quality of hire (QOH) is a metric used to measure the effectiveness of a company’s hiring process. It provides insight on your recruiting methods and measures how much a new hire contributes to your company’s long-term success. According to LinkedIn, 39% of hiring professionals agree that quality of hire is the “most valuable metric of performance” topping other KPIs like time-to-fill. 

How to Measure Quality of Hire

While there are several ways to evaluate quality of hire, 40-50% of companies measure it through: 

  • New Hire Performance Evaluation: Calculation method varies as it’s up to the discretion of managers 
  • Employee Retention/Employee Turnover: Calculated as a percentage
  • Hiring Manager Satisfaction: Calculated with survey scores, usually on a numerical scale

One manager even stated that they measure quality of hire through promotions. 33% of hiring professionals — surveyed in the United States, United Kingdom, Brazil, France, China, India, and MENA (Middle East and North Africa regions)  — are uncertain if they are accurately measuring their quality of hires. This statistic suggests uncertainty is a nationwide issue and therefore can be greatly improved by rethinking current strategies. 

Strategies to Improve Quality of Hire

1. Collect Better Data: Since there are so many ways to calculate quality of hire, it can be difficult to come to a common consensus on how your company measures it. See, one metric alone isn’t enough to accurately measure your quality of hire. Some experts suggest evaluating metrics pre-hire and post-hire can lead to more accurate results. The logic behind this suggestion is that pre-hire quality measures are recruitment orientated while post-hire quality measures are performance orientated. You want to prove that there is a significant relationship between pre-hire and post-hire quality. For example, you might use measures of candidate assessment scores, interviews, and time-to-fill to determine pre-hire quality, and measures of performance evaluation, number of promotions, and employee engagement scores to find post-hire quality. 

2. Implement an Employee Referral Program: While posting on job boards and social media platforms are great ways to source candidates, they don’t always attract the right candidates. Hiring the right fit from the start is crucial, unless you enjoy paying thousands of dollars in employee turnover costs. Consider an employee referral program or, if you already have one, take a look at how you can make it worth your employees’ time. Research shows that referred employees stay longer and have a better work performance. People naturally care more about their friends and families opinions over a random job posting they see on the internet. Your employees understand what kinds of people are the best fit and can provide their referred candidate(s) accurate insight on company culture, ultimately leading to more individuals in your applicant funnel who fit your ideal hire. And if you aren’t already convinced, only 8% of talent leaders feel their employee program is “best in the class”. There is plenty of time to make your program stand out amongst the competition.

3. Use the Right Technology: Some businesses use pre-employment assessments to help them understand applicants on a deeper level. Artificial intelligence technologies reduce time-to-fill by 70%, on average. For example, Sprockets’ solution uses natural language processing and artificial intelligence to determine which incoming applicants share personality traits with a business’s current top performers. The platform assigns each incoming applicant a score one through ten. High-scoring applicants will succeed and stay long-term, empowering owners to build reliable, productive teams and make smarter hiring decisions.

Slide
Hiring Guide Mockup
Why Your Hiring Process Is Broken and How to Fix It

You already have the solution to your hiring challenges — it’s your top performers. Learn how to attract, hire, and retain the right workers for your business by leveraging the mental makeup of your best employees.

Slide
4 Steps to reduce reliance on applicant flow mockup
4 Steps to Reduce Your Reliance on Applicant Flow

Hiring can feel impossible during a labor shortage, but these four simple steps will get you on the path to stable staffing levels. You’ll learn proven strategies for attracting and retaining high-quality employees for your business. It’s easier than you might think!

Slide
Sprockets Tech E-Book
Must-Have Hiring Tech to Boost Employee Retention in 2022

Although the past few years have been challenging, some businesses found success by implementing more advanced technology. Avoid making the wrong hire – and costing your business valuable time – by implementing must-have hiring tools and watch your employee retention soar.

Slide
The Essential Guide to Attracting Hourly Workers

The pandemic has changed the way hourly workers select opportunities, so you must transform your recruiting process to stay competitive and onboard the best workers. Let us do the heavy-lifting; access this free guide to build better teams and stabilize staffing levels.

Slide
Guide to employee turnover
The Ultimate Guide to Employee Turnover

Dealing with employee turnover is expensive, time-consuming, and frustrating. Access this free e-book to discover proven strategies for retaining your best workers and even predicting which applicants are most likely to stay long-term.

Slide
How to Craft Job Postings That Boost Applicant Flow

Sourcing is a constant battle in the hospitality industry. Looking to build the best team and recruit the top restaurant talent? Sprockets has you covered.

Slide
How Personality Assessments Empower You to Hire Ideal Caregivers

Taking a scientific approach to caregiver hiring
is necessary to combat the issue of poor
performance and retention. Personality tests,
like Sprockets’ Applicant Matching System,
combine natural language and artificial
intelligence to predict an applicant’s likelihood
of success at a particular location.

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A restaurant worker with text reading "Win the Labor War: Recruitment and Retention Strategies for Hourly Employees

Win the Labor War: Recruitment and Retention Strategies for Hourly Employees

Win the Labor War: Recruitment and Retention Strategies for Hourly Employees 1016 528 Sprockets

Every day can seem like a battle to hire and retain quality employees for your business, with applicants who never show up to interviews and workers who leave to earn one more dollar per hour with a competitor. You might think the only solution is to simply hire anyone who applies so you can keep your company afloat. However, you’d just remain in an endless cycle of costly turnover. 

The key is to look at your situation differently. It’s a process problem — not a people problem. As long as you know the right strategies to recruit and retain hourly employees, you wouldn’t have to wake up each morning wondering how you’ll make it through another understaffed day. Take a lesson in labor management with the suggestions below and view our free guide, The Essential Guide to Attracting Hourly Workers, for even more tips.

Why Is Employee Retention Important?

It can cost $5,864 to replace a single employee when you account for productivity loss and the resources necessary for recruitment, selection, and training. In high turnover industries that typically rely on hourly workers, the financial impact of employee turnover can really add up quickly. 

Employee retention isn’t just a financial concern, though. There are several “hidden” costs of turnover, including its effect on workplace culture, team morale, and the customer experience. It can even have a substantial impact on the mental health of your employees — especially those who have to pick up the slack and cover shifts while you find a replacement. 

Simply put, improving employee retention creates a healthier, more productive environment for you and your workers.

Current Challenges Recruiting and Retaining Employees

We won’t pretend there aren’t challenges with improving employee retention. You’ve likely seen articles like this before or tried “solutions” with empty promises that never actually deliver results. Let’s face some of the inconvenient truths about what prevents many business owners and operators from maintaining stable staffing levels:

  • Wage Competition: Businesses all across the country are raising hourly wages in an effort to attract new applicants. If you can’t keep up, you lose out on potential employees.
  • The Great Resignation/Reshuffle: What was once deemed a mass exodus of the hourly workforce has turned into more of a “reorganization” of workers with different priorities, interests, and aspirations.
  • The Number of Job Openings: The US has reached record-breaking levels of job openings recently, meaning people have more options than ever, and it’s even harder to make your opportunities stand out in the sea of listings.
  • People’s Fear of a Recession: Simply hearing the word “recession” can make people question their job security and even switch industries for a more “recession-proof” occupation.
  • Businesses Using the Wrong “Solutions”: Unfortunately, we see so many businesses using strategies or software that doesn’t meet their needs, as opposed to Sprockets’ hiring solution that’s proven to work and improve employee retention by 43%.

Why Are Recruitment and Retention Often Discussed Together?

Although it might seem like these are two completely separate topics, they are actually interdependent on one another. When one process is ineffective, the other one will suffer (and so will your business). 

How Does Recruitment Affect Retention?

When a business has poor employee retention, people often point to a variety of different causes that don’t actually get to the root of the problem. At Sprockets, we believe that achieving a high employee retention rate begins by hiring the right people. If your recruitment process doesn’t help you find the ideal applicants for your business, then you’ll end up with a retention problem. And, if you struggle to retain employees, then you’re going to spend a lot of time recruiting new ones in a neverending cycle of stress. 

So, how do you reach the perfect balance and eliminate all those hiring headaches? We have three words for you: Recruit to retain.

Recruit to Retain

Consider this: Your employees might be leaving because they were never the right employees to begin with. Rather than hiring anyone willing to apply, take the time to find applicants who are actually a good fit for your business. It will save you much more time and money in the long run.

This may sound like a tough task at first, but it’s easier than you think. Here are some tips:

  • Optimize Your Job Descriptions: Make sure the language you use and the details you include in your descriptions would appeal to your ideal candidate.
  • Pick the Right Job Boards: Think about where you’re currently receiving the highest-quality applicants and reallocate resources as necessary. Snagajob, for instance, is a great place to find hourly employees.
  • Contact Candidates Immediately: We know work days get hectic, but try to reach out to applicants as soon as possible (before a competitor beats you to them).

Most importantly, add an automatic screening tool to your hiring process so you can spend less time reviewing resumes and more time on daily operations — all while knowing you’re hiring the best applicants every single time. It’s not too good to be true. It’s the power of Sprockets’ unique Applicant Matching System that instantly evaluates candidates based on your current top performers and sends you text message alerts when an ideal hire has been found.

Discover More Strategies for Recruitment and Retention in the Hourly Workforce

Slide
Hiring Guide Mockup
Why Your Hiring Process Is Broken and How to Fix It

You already have the solution to your hiring challenges — it’s your top performers. Learn how to attract, hire, and retain the right workers for your business by leveraging the mental makeup of your best employees.

Slide
4 Steps to reduce reliance on applicant flow mockup
4 Steps to Reduce Your Reliance on Applicant Flow

Hiring can feel impossible during a labor shortage, but these four simple steps will get you on the path to stable staffing levels. You’ll learn proven strategies for attracting and retaining high-quality employees for your business. It’s easier than you might think!

Slide
Sprockets Tech E-Book
Must-Have Hiring Tech to Boost Employee Retention in 2022

Although the past few years have been challenging, some businesses found success by implementing more advanced technology. Avoid making the wrong hire – and costing your business valuable time – by implementing must-have hiring tools and watch your employee retention soar.

Slide
The Essential Guide to Attracting Hourly Workers

The pandemic has changed the way hourly workers select opportunities, so you must transform your recruiting process to stay competitive and onboard the best workers. Let us do the heavy-lifting; access this free guide to build better teams and stabilize staffing levels.

Slide
Guide to employee turnover
The Ultimate Guide to Employee Turnover

Dealing with employee turnover is expensive, time-consuming, and frustrating. Access this free e-book to discover proven strategies for retaining your best workers and even predicting which applicants are most likely to stay long-term.

Slide
How to Craft Job Postings That Boost Applicant Flow

Sourcing is a constant battle in the hospitality industry. Looking to build the best team and recruit the top restaurant talent? Sprockets has you covered.

Slide
How Personality Assessments Empower You to Hire Ideal Caregivers

Taking a scientific approach to caregiver hiring
is necessary to combat the issue of poor
performance and retention. Personality tests,
like Sprockets’ Applicant Matching System,
combine natural language and artificial
intelligence to predict an applicant’s likelihood
of success at a particular location.

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An applicant takes a pre-employment assessment

The Ultimate Guide to Pre-Employment Assessments

The Ultimate Guide to Pre-Employment Assessments 1016 528 Sprockets

What happens between the time a job seeker applies to your open position to the time they sit down for an interview? Sure, you might be reviewing their resume, skimming through their LinkedIn and maybe even Instagram, but how else are you learning more information about your candidate? 

In high turnover industries like hospitality, businesses can’t afford to waste time or money on candidates who won’t work out — that’s why some require pre-employment assessments before moving forward with their hiring process. Whether you currently use them or not, we’ll walk you through everything you need to know about pre-employment assessments so you can determine the best recruitment strategy for your business and start hiring the best applicants every time. 

What Are Pre-Employment Assessments? 

Let’s start with the basics. Pre-employment assessments are tools used in the pre-screening step of the hiring process to predict an applicant’s likelihood of success. While there are several different types of tests, pre-employment assessments provide employers with details about their applicants to help them make smarter hiring decisions. It’s a sneak peek into how applicants will behave and perform in the workplace. 

Types of Pre-Employment Assessments

  • Job Knowledge Tests: Applicants are asked to demonstrate their expertise on processes they’ll encounter if they were to be hired.
  • Integrity Tests: These questions evaluate an applicant’s reliability and honesty. Candidates may also be required to pass a drug test.
  • Cognitive Ability Tests: The most common pre-employment assessment measures a candidate’s mental capacity to think through complex situations they may encounter at the workplace. 
  • Personality Tests: Analyzes personality traits to determine whether or not an applicant will fit in with the company culture and be an engaged, productive employee. 
  • Emotional Intelligence Tests: Gauges how a candidate builds relationships and resolves conflict, especially in high-pressure situations.
  • Skills Assessments Tests: Evaluates an applicant’s soft and hard skills.
  • Physical Ability Tests: Assesses a candidate’s physical strength such as lifting 50 lbs.

Are Pre-Employment Assessments Legal?

Yes, pre-employment assessments are legal on a federal, state, and local level in the United States as long as they are Equal Employment Opportunity Commission (EEOC) compliant. There are a few laws in place to eliminate discrimination “against anyone on the basis of personal qualities that aren’t job-related”, including:

  • Title VII of the Civil Rights Act of 1964: Prohibits failure to hire an individual based on race, gender, color, religion, or national origin.
  • Age Discrimination in Employment Act of 1967: Illegal for employers to discriminate against people 40 and older. 
  • Americans with Disabilities Act of 1990: Employers cannot discriminate against anyone with any kind of disability.

It’s also important employers understand the validity of pre-employment assessments used in their hiring process. There are currently three primary forms of validity approved by the EEOC: 

  • Construct Validity: Whether a questionnaire measures what it claims to measure and in a way that is consistent with the definition of those dimensions. 
  • Criterion-Related Validity: Shows that the dimensions or scales are predictive of something tangible such as differences in scores on a scale related to work behavior or performance.
  • Content Validity: Demonstrates that the behaviors measured in the selection procedure are a representative sample of the behaviors of the job in question.

Pros and Cons of Pre-Employment Assessments

Pros:

  • Accelerates the Hiring Process: Employers are able to make smarter, more informed decisions about who they hire, therefore reducing costly employee turnover.
  • Increases Quality of Hires: When an applicant is willing to take a pre-employment assessment, it shows they are committed and are likely more interested in the position than an applicant who fails to complete a test. 
  • Provides Equal Opportunity: Every applicant will take the same pre-employment assessment ensuring a fair and honest process. 

Cons:

  • Partial Picture of the Candidate: Like resumes, some pre-employment assessments only provide a snapshot of an applicant’s character. It’s important to consider other factors and refrain from solely basing your decision to move an applicant forward in the hiring process based on these tests. 
  • Questionable Validity: Unfortunately, not all pre-employment assessments are accurate and truthful; some can have an adverse impact when used in the hiring process.

Are Pre-Employment Assessments Worth It If They Add Another Step to the Hiring Process?

The short answer is yes, pre-employment assessments help you narrow down which candidates you want to spend time interviewing. An extra few minutes of your candidate’s time could save you thousands of dollars, hours of time in your work day, and one heck of a hiring headache! 

Some pre-employment assessments like Sprockets’ solution eliminates the need for interviews. Our platform reveals which applicants share personality traits with a business’s current top performers based on their answers to a three-question survey that takes less than ten minutes to complete. Ultimately, it empowers owners and operators to build reliable, cohesive teams and reduce employee turnover. 

4 day work week calendar with "free" day Friday

Sprockets Launches 4-Day Work Week to Improve Work-Life Balance

Sprockets Launches 4-Day Work Week to Improve Work-Life Balance 1016 528 Sprockets

We are proud to announce our adoption of a 4-day work week model — that’s 32 hours of work each week with 100% pay. With complete confidence, we are honored to give our employees 50 days of the year back to improve their work-life balance. Here at Sprockets, one of our core values is grind. Our team has tackled a pandemic, labor crisis, and transitioned from an in-person to a fully remote company. There’s nothing our Sprockstars can’t handle! 

We’re rewarding our high achievers with a benefit that matches their work style as well as work-life balance needs. Sprockets CEO and founder AJ Richichi, said, “My hope is that employees can rest, relax, and recharge during their long weekend so they can start the work week with a positive mindset.”

“While having an additional 50 days of ‘me’ time is super beneficial, the transition highlights what we value most at Sprockets and that’s our people.”

What are the Benefits of a 4-Day Work Week?

High achievers like our Sprockstars thrive during a 4-day work week. “We’re a company with lofty goals,” said Sprockets Chief Operating Officer Chadwick Troutman. “The transition into a 4-day work week complements our high-growth strategy.” 

Research continues to prove that a 4-day work week has a domino effect of benefits for both employees and employers, such as:

1. Improved Productivity

For example, Microsoft Japan saw a 40% increase in productivity and overall job satisfaction when they switched to a 4-day work week. Similarly, a New Zealand management company found a 20% increase in productivity when they adopted the same model. More organizations are recognizing the benefits and quickly catching onto this trend. It’s not surprising that job postings featuring a 4-day work week have tripled, according to ZipRecruiter. Since adopting this model, we’ve experienced similar results. “Ultimately, our efforts are becoming more efficient,” Troutman said. “For example, meetings are now shorter with more preparation on the individual’s part beforehand. Laborious processes are being reworked.”

2. Engaged Employees

Organizations with improved productivity tend to have highly engaged employees who are more likely to succeed and stay long-term. “The 4-day work week has me excited about every week,” said Sprockets Account Executive Morgan Lee. “I feel much more motivated to focus during our four days due to the additional energy that I get from an extra day of rest and doing things that bring me joy!” High levels of employee engagement can even increase business profits by 21%

3. Healthy Work-Life Balance

It’s no secret that employees value work-life-balance. 80% of workers say they’d be “more loyal” to their company if they provided flexible work options such as a 4-day work week — we found that to be true. Sprockets Talent Acquisition Manager Katie Tumbleston said, “We’ve engaged with prospective candidates who are specifically targeting companies that realistically provide a better work-life balance.” Research also found that two out of every three employees take less sick days with shortened weeks and are overall happier. Since we implemented this new structure, we’ve experienced similar results. “I personally have Fridays off, which means I can sleep in, workout, and ride into the weekend,” Lee explained. “I am very thankful that I work for a company who values their employees and trusts them with their time management.” 

4. More Top-Tier Applicants 

4-day work weeks are incredibly attractive to applicants, especially top performers. These achievers usually thrive under pressure and enjoy productive days. Shortened weeks are still relatively new — adopting this model would ensure your job posting stands out so you can hire top talent before your competitors. More applicants will apply to your business, so you are more likely to find and retain someone who will mesh well with the rest of your team. “Since adopting the 4-day work week, we’ve certainly seen an uptick in applications,” said Tumbleston. “While having an additional 50 days of ‘me’ time is super beneficial, the transition highlights what we value most at Sprockets and that’s our people.”

What Does This Mean for Current Customers? 

Whether you’re a current customer or a prospect thinking about adding Sprockets to your hiring process, don’t worry — our team will still be available five days a week to answer any questions and help you navigate the platform. Essentially, we divided each of our teams in half. 50% of our company will have Mondays off while the other 50% will have Fridays off. This strategy will ensure team members from every department will be available every business day.

Join Our Team and Enjoy the Benefits

Does a 4-day work week sound like something you’d enjoy? Let us fill you in on the Sprockets mission: We are modernizing hiring for companies and people by removing manual steps in the hiring process. If you’re passionate about creating a smarter, faster, and more equitable experience for all, consider applying to Sprockets! We are hiring for multiple positions which you can find on our career page or our LinkedIn. (Hint: check out our “LinkedIn Life” page to get a glimpse of what it’s like to be a Sprockstar.) 

People shaking hands and text reading "How to Create a World-Class Candidate Experience for Hourly Employees"

How to Create a World-Class Candidate Experience for Hourly Employees

How to Create a World-Class Candidate Experience for Hourly Employees 1016 528 Sprockets

Picture yourself at a store with a cart full of groceries at the end of a long day. You find two checkout lines: one with several shoppers waiting on a disgruntled cashier and another moving swiftly thanks to an efficient cashier with a smile on their face. Which do you choose?

We make decisions like this all the time to improve our experience in various situations, so why do so many business owners overlook the candidate experience? It’s sometimes difficult to put yourself in the shoes of your ideal applicant, but this guide will provide perspective and help you create a world-class candidate experience for hourly employees. You can even check out our free e-book on attracting hourly workers to solve your sourcing problems!

What Is the Candidate Experience, and Why Is It Important?

The candidate experience refers to how people feel as they go through each step of the hiring process, including:

  • Visiting your careers page
  • Reading the job description
  • Filling out an application
  • Submitting a resume
  • Waiting to hear from the hiring manager
  • Having an interview
  • Waiting to hear from the hiring manager (again)
  • Receiving an offer letter or rejection letter

Each step presents employers with an opportunity to delight or disappoint candidates, which is why it’s important to avoid common pitfalls in creating a positive experience. You can significantly reduce your chances of finding good applicants by having a poor process in place. Hourly job seekers expect a simple, mobile-friendly process to join your team. If your candidate experience is frustrating and time-consuming, they will look elsewhere for opportunities.

Candidate Experience Statistics

Here are just a few stats to further demonstrate the importance of the candidate experience, according to LinkedIn:

  • 74% of candidates enjoy the chance to display their knowledge and skills during the hiring process.
  • 48% of candidates like to get information about interviews ahead of time.
  • 49% of new hires get a call from a manager before their start date.
  • 52% of candidates who received feedback were more likely to continue a relationship with the business.
  • Only 7% of candidates get a phone call from someone at the company about a rejection.

Those two final statistics are especially important for those of you who would like to increase your applicant flow. You can always use tools like Sprockets to re-engage past applicants for new positions even if they weren’t a good fit in the past for where they initially applied. So, be sure to maintain consistent communication and a positive relationship with all candidates, including those you decide not to hire. They might be an excellent hire in the near future!

How to Streamline the Hiring Process

Luckily, there are some simple ways you can improve your hiring process if it’s currently not up to par. The work you invest into transforming the candidate experience will pay dividends in the quality of applicants you attract and hire. These are great places to start:

  • Re-evaluate your recruiting strategies, including which job boards you use, the audience you’re targeting to find your ideal candidates, and programs with incentives for current employees to refer friends.
  • Optimize your job descriptions to stand out in a sea of listings, making sure you keep it between 100 to 300 words and mention the salary.
  • Make the application process mobile-friendly, especially if you want to appeal to Millennials and Gen Zers.
  • Reach out to applicants quickly and maintain communication so that they know you value their time and they don’t get tempted to accept an offer from a competitor who contacted them first.
  • Use screening tools that are proven to work while contributing to a positive candidate experience, like the Sprockets hiring platform.
  • Be intentional with your interview questions to gain valuable insights without wasting anyone’s time. Ideally, ask open-ended questions that inspire applicants to recall specific situations at previous places of work and reveal soft skills.

Mobile Recruiting for the Hourly Workforce

We use our phones for everything nowadays, including job searches. In fact, 89% of job seekers consider their cell phones important tools for finding opportunities. So, it’s only natural for you to include mobile recruiting strategies in your hiring process. It increases the reach of your job listing, improves the candidate experience, and even helps promote diversity in your applicant pool. Here are a few suggestions to make your hiring process more mobile-friendly:

  • Optimize your careers page with keywords and a design template that adapts to mobile devices.
  • Make it simple to fill out an application online — ideally in just a few minutes.
  • Rethink the relevance of resumes and cover letters since these often don’t provide significant insight into an applicant’s more important soft skills for a particular role.
  • Build a social media presence that showcases your company culture and career opportunities to attract new talent.
  • Allow job seekers to apply via text message for their convenience as well as yours.
  • Conduct virtual interviews to engage with candidates who would otherwise not be able to fit an in-person interview into their schedule, especially hourly workers who have shifts that make them inconvenient.

Best Practices for Job Offers and Rejections

It’s important to practice good communication with candidates, whether you decide to hire them or not. (As mentioned before, they might be the perfect fit for a different role or a future opening.) You want to set a positive tone from the start with your offer letter, and you should avoid burning any bridges with a bad rejection letter — or by not sending one at all.

What to include in offer letters:

  • Name of Your Company
  • Name of the Employee
  • Position/Title
  • Name/Position of Supervisor
  • Schedule
  • Start Date
  • Compensation
  • Non-Exempt Classification and Implications 
  • Duties
  • Policies
  • At-Will Employment
  • Contingencies

Tips for rejection letters:

  • Respond in a timely manner.
  • Be professional and respectful.
  • Make it concise and straightforward.
  • Thank the candidate for applying.
  • Let them know you’ll be in touch for openings they’d be a better fit for.

Find free templates for offer and rejections letters here.

Common Mistakes That Hurt the Candidate Experience and How to Fix Them

It’s easy to make mistakes along the way, even if you follow the suggestions we’ve outlined above. These common errors can be severely detrimental to the candidate experience you try to create. Make sure you sidestep these pitfalls as you work toward your goal:

  • Poor online presence: Regularly post on social media platforms that your ideal applicants frequently visit.
  • Weak job postings: Keep them clear and concise while including your company’s mission, core values, and culture.
  • Inefficient interview process: Avoid asking questions that can be answered by looking at a resume or via a quick LinkedIn search.
  • Lack of communication: Set clear expectations, establish a specific timeline, and maintain communication throughout the entire process.
  • Boring offer letter: Emphasize the most important, positive aspects of your business and how excited you are to have the candidate join your team.

Free Resources to Enhance Your Hiring Process

Slide
Hiring Guide Mockup
Why Your Hiring Process Is Broken and How to Fix It

You already have the solution to your hiring challenges — it’s your top performers. Learn how to attract, hire, and retain the right workers for your business by leveraging the mental makeup of your best employees.

Slide
4 Steps to reduce reliance on applicant flow mockup
4 Steps to Reduce Your Reliance on Applicant Flow

Hiring can feel impossible during a labor shortage, but these four simple steps will get you on the path to stable staffing levels. You’ll learn proven strategies for attracting and retaining high-quality employees for your business. It’s easier than you might think!

Slide
Sprockets Tech E-Book
Must-Have Hiring Tech to Boost Employee Retention in 2022

Although the past few years have been challenging, some businesses found success by implementing more advanced technology. Avoid making the wrong hire – and costing your business valuable time – by implementing must-have hiring tools and watch your employee retention soar.

Slide
The Essential Guide to Attracting Hourly Workers

The pandemic has changed the way hourly workers select opportunities, so you must transform your recruiting process to stay competitive and onboard the best workers. Let us do the heavy-lifting; access this free guide to build better teams and stabilize staffing levels.

Slide
Guide to employee turnover
The Ultimate Guide to Employee Turnover

Dealing with employee turnover is expensive, time-consuming, and frustrating. Access this free e-book to discover proven strategies for retaining your best workers and even predicting which applicants are most likely to stay long-term.

Slide
How to Craft Job Postings That Boost Applicant Flow

Sourcing is a constant battle in the hospitality industry. Looking to build the best team and recruit the top restaurant talent? Sprockets has you covered.

Slide
How Personality Assessments Empower You to Hire Ideal Caregivers

Taking a scientific approach to caregiver hiring
is necessary to combat the issue of poor
performance and retention. Personality tests,
like Sprockets’ Applicant Matching System,
combine natural language and artificial
intelligence to predict an applicant’s likelihood
of success at a particular location.

previous arrow
next arrow
Candidate receives job offer on her smartphone.

5 Common Pitfalls That Hurt the Candidate Experience and How to Solve Them

5 Common Pitfalls That Hurt the Candidate Experience and How to Solve Them 1016 528 Sprockets

How a candidate navigates your hiring process ultimately impacts their final decision: will they join your staff or reject your offer for a competitor? Put yourself in your job applicants’ shoes. Is your hiring process truly a smooth, easy experience? What kind of feedback would they offer? 

Continue reading this blog to understand common mistakes business owners make and how to fix them. You can also accelerate your hiring process with Sprockets’ solution! The platform uses sophisticated technology to predict which applicants will succeed and stay long-term. Sprockets’ users even spend 37% less time hiring, empowering them to focus on running their business — with a simpler process. 

What Is the Candidate Experience & Why Is It Important?

The candidate experience refers to how a job applicant perceives the recruitment process, including the job search, application, interview, and onboarding stages. It’s crucial candidates have a positive experience as this could make or break their decision to join a company. Plus, a top-tier candidate experience will attract top-tier talent – before the competition.

Common Mistakes and How to Fix Them 

1. Poor Online Presence 

Failure to establish and maintain a strong online presence can negatively impact the candidate experience. Would you apply to a company that failed to showcase its milestone moments and company culture? It’s important to think like your ideal hire. 

For example, 79% of candidates use social platforms in their job search. If you aren’t regularly posting on social media, it’s likely your applicants might not even know your company is hiring. Your business might have a LinkedIn page, but are you active on Facebook, Instagram, and Twitter as well? When you post about employment opportunities, don’t forget to link to your website’s careers or application portal. Additionally, not every applicant is going to apply to your company on a laptop or desktop computer. 83% of job seekers say their phone is an important part of the hiring process. If you aren’t already doing so, consider implementing a mobile-friendly experience to increase your applicant flow and minimize dropoff.

2. Weak Job Postings

With over 10 million current opportunities, a vague job posting with unclear expectations and an absence of an hourly wage won’t stand out amongst the crowd. Applicants might assume you aren’t sure what type of employee you are looking for, even if that isn’t the case. On the other hand, if you include too much information, your candidates will feel overwhelmed. 

We recommend sticking to a word count of about 300 words as these types of postings get more applicants, according to LinkedIn. Take the time to explain your company’s mission, core values, and culture. Ideally, your posting should clearly and concisely convey the responsibilities and qualifications needed. We also suggest adding salary details if you are comfortable as 67% of job seekers are more likely to apply for a position when a salary is included in the posting.

3. Inefficient Interview Process

Wasted interview time can be draining for both the interviewer and interviewee, especially if the applicant doesn’t meet basic requirements. Avoid asking questions that could simply be answered by looking at a resume or with a quick social media search. Instead, focus on understanding your applicant’s personality so you can gauge whether or not they will be a good fit with your team. It’s always easier to train for skill and hire for coachability. 

We also suggest pre-screening candidates to eliminate spending time on someone who doesn’t meet the basic requirements. Plus, pre-screening empowers you to spend more of the interview talking about your company and the position versus asking applicants questions about themselves. (Hint: Sprockets simple red-yellow-green scoring system makes it easy to see which applicants share similar personality traits to your current best employees.) 

4. Lack of Communication

Think back to your job searching days. Were you ever excited about an opportunity only to never hear back from management? Failure to set clear expectations with a specific timeline can result in applicant ghosting. Remember, they’re likely to apply to multiple companies, especially if they are a top performer. One missed text, call, or e-mail could mean the difference between a good and bad hire. 

Be sure to contact your candidates quickly — even if you don’t think they will be a good fit. You can find customizable templates for easy communication in our blog: Best Practices for Job Offers and Rejections for Hourly Employees (Templates Included!).

5. Boring Offer Letter

Now that you’ve chosen who you want to hire, it’s time to send that all-star applicant an offer letter. Some people forget that this is another wonderful opportunity to emphasize the positive aspects of your business. At this point, it’s still possible your candidate could change their mind and maybe even leave for a competitor. 

In addition to all the standard information required in an offer letter, we also encourage you to incorporate your brand’s personality and voice. It can be as simple as adding a sentence about why you think this particular candidate would thrive at your workplace. This is your last chance to retain that specific top performer, so it’s important to make every word count! 

FREE GUIDE: Why Your Hiring Process is Broken and How to Fix It

The traditional hiring process is outdated and time-consuming. What we now know as “resumes” even date back to over 500 years old! Luckily, you already have the solution — your current top performers! Check out this free guide to learn how to leverage their talents to help your business thrive, even during the most challenging times.

Slide
Hiring Guide Mockup
Why Your Hiring Process Is Broken and How to Fix It

You already have the solution to your hiring challenges — it’s your top performers. Learn how to attract, hire, and retain the right workers for your business by leveraging the mental makeup of your best employees.

Slide
4 Steps to reduce reliance on applicant flow mockup
4 Steps to Reduce Your Reliance on Applicant Flow

Hiring can feel impossible during a labor shortage, but these four simple steps will get you on the path to stable staffing levels. You’ll learn proven strategies for attracting and retaining high-quality employees for your business. It’s easier than you might think!

Slide
Sprockets Tech E-Book
Must-Have Hiring Tech to Boost Employee Retention in 2022

Although the past few years have been challenging, some businesses found success by implementing more advanced technology. Avoid making the wrong hire – and costing your business valuable time – by implementing must-have hiring tools and watch your employee retention soar.

Slide
The Essential Guide to Attracting Hourly Workers

The pandemic has changed the way hourly workers select opportunities, so you must transform your recruiting process to stay competitive and onboard the best workers. Let us do the heavy-lifting; access this free guide to build better teams and stabilize staffing levels.

Slide
Guide to employee turnover
The Ultimate Guide to Employee Turnover

Dealing with employee turnover is expensive, time-consuming, and frustrating. Access this free e-book to discover proven strategies for retaining your best workers and even predicting which applicants are most likely to stay long-term.

Slide
How to Craft Job Postings That Boost Applicant Flow

Sourcing is a constant battle in the hospitality industry. Looking to build the best team and recruit the top restaurant talent? Sprockets has you covered.

Slide
How Personality Assessments Empower You to Hire Ideal Caregivers

Taking a scientific approach to caregiver hiring
is necessary to combat the issue of poor
performance and retention. Personality tests,
like Sprockets’ Applicant Matching System,
combine natural language and artificial
intelligence to predict an applicant’s likelihood
of success at a particular location.

previous arrow
next arrow
Excited job applicants receives an offer

Best Practices for Job Offers and Rejections for Hourly Employees (Templates Included!)

Best Practices for Job Offers and Rejections for Hourly Employees (Templates Included!) 1016 528 Sprockets

With nearly 6.5 million job openings available to workers in the past year alone, it’s important to understand how to communicate with applicants — even if they aren’t a good fit for your business. Continue reading to refresh your memory on best practices for job offers and rejections for non-exempt employees in the hourly workforce. We know your time is valuable, so we even included free templates you can customize to fit your business’s needs. 

Why These Points of Communication Are Critical

Each job seeker who takes the time to fill out an application for a position at your business deserves a response. The last thing you want is to burn bridges or create distrust with candidates. Whether they are a good or bad fit, here are reasons communication is key when offering and rejecting opportunities.  

Job Offer

The time to hire can take a couple days to a few months, depending on your industry. However, if you want a candidate to work for you, we recommend reaching out as soon as possible before they find a different opportunity. Top performers — especially those in the hospitality industry — usually receive multiple job offers, so the faster you respond, the better. This clear communication will set the tone and give your future employee a good impression of your company. 

Job Rejection 

Candidates who weren’t the right fit the first time around might be a great fit later. Re-engaging past candidates is a great way to increase your applicant pool and show people you’re willing to give second chances. Additionally, communicating your decision gives your applicants closure and leaves a good impression of your brand. 

(Hint: Sprockets’ hiring solution offers re-engagement campaigns to help you reach past applicants!)

Best Practices for Making the Offer

Congratulations, you found the perfect addition to your team! The next step is crafting a job offer. Don’t forget to check your state-specific requirements as they vary. Be sure to include the following items in your job offer:

  • Name of Your Company
  • Name of the Employee
  • Position/Title
  • Name/Position of Supervisor
  • Schedule
  • Start Date
  • Compensation
  • Non-Exempt Classification and Implications 
  • Duties
  • Policies
  • At-Will Employment
  • Contingencies

Job Offer Template

Dear [First and Last Name],

We are pleased to offer you a [Full Time or Part Time] position at [Name of Your Company] as a [Title]. You will report directly to [Name of Supervisor], our [Supervisor Title]. Should you accept this opportunity, your employment will be subject to the following terms:

Start Date Month, Day, Year
Salary You will receive an hourly rate of $X and 
Non-Exempt Classification Under the non-exempt employee classification you must record your hours worked, including meal and rest periods, and overtime hours. 
Benefits *Will vary depending on your company*
Vacation/Sick/Personal Time *Will vary depending on your company*
Representation You represent that you are free to accept employment with [Name of Company] without any contractual restrictions, express or implied, of any kind.
Policies and Procedures You agree to fully comply with all of [Name of Company]’s employee policies and procedures.
Confidentiality and Non-Compete You agree to adhere to [Name of Company] confidentiality, non-solicitation, and non-complete policies.
At-Will Employment  You understand that in compliance with [State] law, you are an At-Will employee and that this document is not a contract of employment.

If you accept this offer, please sign and date in the space below. Please return a copy within [X] days. We look forward to having you on our team.

Hope to hear from you soon,

[Your name and signature]

Best Practices for Rejecting

Just like it’s frustrating to be ghosted by your applicants, the last thing job seekers want is to wonder why they were rejected from a position at your company. Ghosting is unprofessional and disrespectful. Applicants took the time to fill out your application, adjust their resume, and maybe even crafted a cover letter. Follow up with a rejection email. The message should be concise and straightforward. You’ll want to thank applicants for applying, explain why they were not selected, and invite them to apply again.

Here are some templates you can use and customize to fit your business’s needs: 

Template 1: Emphasize Other Opportunities 

Dear [First and Last Name],

Thank you for applying to [Name of Company]

We are unable to offer you a job at this time. Luckily, we anticipate hiring [Number] people between now and [End Date], and you are still under consideration.

Kind regards,

[Your Signature]

Template 2: Opportunities at Multiple Locations 

Note: This is a perfect option if you own multiple locations.

Dear [First and Last Name],

Thank you for applying to [Name of Company]

We are unable to offer you a job at this time. However, [Employer X], and [Employer Y], are interested in your profile. Simply respond “yes” to this email to give us permission to share your file with them.

Best wishes,

[Your Signature]

Template 3: Provide the Candidate with Feedback

Dear [First and Last Name],

Thank you for applying to [Name of Company]. We are unable to offer you a job at this time. [Personalized sentence about why they were not selected]. However, we encourage you to improve your [specific skill(s)] and reapply. 

Sincerely,

[Your Signature]

Sample Feedback for Rejected Candidates

While there are various reasons applicants are ultimately rejected from a job, common reasons include: lack of industry experience, failure to demonstrate knowledge about the company and required skills, misalignment of values, and not a good team fit. 

  • Lack of Industry Experience: While it is easier to train for skill and hire for coachability, sometimes businesses need people with specific qualifications. If this is the case, we suggest stating that in your rejection email. For example, you might say, “We encourage you to apply again when you have more experience with [Name of Skill].”
  • Failure to Demonstrate Knowledge: This justification usually happens during the interview process. It’s possible an applicant couldn’t give specific examples when asked questions like “Explain a time when you failed and how you overcame that challenge.” Maybe the applicant was underprepared and clearly did not research your business or practice communicating their strengths. Addressing this in a job rejection email might look like, “We encourage you to apply again when you have a better understanding of our company’s mission. Here are some helpful resources.”   
  • Does Not Fit In With Company Culture: The key to building a high-performance team is to make sure everyone aligns with the company’s values, mission, and beliefs. Sometimes, applicants simply are not a great fit. If this is the case, we recommend the following language in your rejection message: “While you possess many skills we are looking for, we felt the cultural fit was not quite there.”

Predict Applicant Success With This Hiring Solution

Know which candidates will succeed and stay long-term like your current top performers with Sprockets. There’s no need for resumes — our simple one through ten scoring system will tell you everything you need to know about a candidate with pinpoint precision. Plus, Sprockets’ users spend 37% less time on the hiring process, empowering them to focus on daily operations. Hiring has never been easier! 

A person on their cell phone with text reading, "7 Tips for Providing a Mobile-Friendly Experience to Job Applicants"

7 Tips for Providing a Mobile-Friendly Experience to Job Applicants

7 Tips for Providing a Mobile-Friendly Experience to Job Applicants 1016 528 Sprockets

We use phones for so many things now that it’s hard to imagine life without them. If you can reach into your pocket and tap a few buttons to order food, pay bills, and even apply for a house, then shouldn’t the job application process be that simple as well? We believe it should be, which is why we created this guide on providing a mobile-friendly experience to job applicants. They’ll enjoy a streamlined process, and you’ll likely see better applicant flow since fewer people will drop off during the hiring process. Check out the tips below and learn how to solve more of your staffing challenges in our free guide, “Why Your Hiring Process Is Broken and How to Fix It.”

What Is Mobile Recruitment?

Simply put, the definition of mobile recruitment is to enable the hiring process through the use of mobile devices. This includes everything from attracting passive candidates to converting them into employees by means of mobile-friendly apps, job boards, and even texts.

Why You Need a Mobile Recruitment Strategy

Nobody wants to go through a long, tedious hiring process, especially people who are looking for entry-level positions in industries like food service and hospitality. It’s crucial to create a convenient candidate experience that includes mobile recruitment strategies if you want to achieve a steady applicant pool for your business.

Mobile Recruitment Statistics

Here are some quick numbers on the importance of mobile recruitment, just in case you aren’t convinced:

Mobile Recruitment Trends

You also don’t want to fall behind the mobile recruitment trends in your industry. This could result in job seekers choosing a competitor over you simply because the recruitment and application process was better.

One trend that should already be on your radar is that Gen Z is quickly becoming one of the biggest populations in today’s hourly workforce. Gen Zers grew up in a world of technology, and it’s safe to say that many of them expect a mobile-friendly application process. Tapping into this talent source could be the solution to some of your staffing frustrations. Chipotle realized this and started testing new ways to recruit Gen-Z employees, including a campaign with TikTok Resumes.

Learn more about how to attract and engage Gen Z workers:

Benefits of a Mobile-Friendly Hiring Experience

Some of you might be wondering, “Is building a mobile-friendly hiring process really worth the effort?” Absolutely — and you don’t always need to invest a large amount of time to create it. The list of benefits goes on and on, including:

  • Promote Diversity at Your Company: Michael Marlatt, the head of Cognizant Technology Solutions’ Talent Innovation Lab and founder of MREC, states, “Hispanics, African-Americans, and women are the heaviest users of mobile technology. So, when you think about diversity recruiting, mobile is key.”
  • Engage a Wider Pool of Candidates: Sure, you can put a “Now Hiring” sign in your window and cross your fingers, but why limit yourself with such outdated recruitment practices? Maximize your reach with mobile ads on job sites and apps.
  • Provide a Better Candidate Experience: You’ll improve the experience for applicants, and potentially increase the number of them you receive since a more mobile-friendly process could reduce the drop-off rate.

Mobile Recruitment Strategies to Implement in the Hourly Workforce

1. Optimize Your Careers Page

First of all, you need to optimize your careers page. We know that there may be limitations to what you’re able to do because of franchise restrictions or lack of experience editing websites, but do what you can. Ensure the job page design adapts to mobile from desktop properly and everything looks good on mobile devices, including phones and tablets. You can also include certain keywords on your careers page and meta tags for SEO.

Tip: Be sure to write “Careers” instead of “Jobs” on the page. More and more people are looking for meaningful careers with growth opportunities, even in the hourly workforce, and you don’t want anyone to think your opportunity would just be a dead-end job.

2. Use Mobile-Friendly Job Applications

Take a look at your application and ask yourself, “Would I want to fill this out?” If the answer is no, it’s time for a revamp. Simplify the questions you ask, and even consider asking fewer of them. Of course, make the application easy to complete on a cell phone as well. If you feel like you don’t have the time to complete the application or run into frustrating issues during the process, applicants will have the same bad experience and move on to the next job opportunity.

Tip: Remember to advertise this on job boards. Employers who advertise that their application process is mobile-friendly increase submissions by 11.6%, according to Glassdoor. 

3. Don’t Require Resumes or Cover Letters

Technology trumps tradition in the hiring process. In other words, you need to rethink the relevance of resumes, cover letters, and even reference checks. How much can these sources really tell you about candidates? One in three Americans admit to lying on their resume, and you wouldn’t gain many useful insights from the other two-thirds of the population. Resumes only give a surface-level view of an applicant, often without any mention of soft skills that might be more important for the position. 

Also, a cover letter might include some messaging about why they think they’d be a good fit, but that’s their opinion, and how many people stretch the truth on that as well? You’re much better off using an unbiased hiring solution, like the Sprockets platform that reveals which applicants share key personality traits for success with your current top performers. 

If you do decide to require resumes and cover letters, give applicants the ability to upload them via Dropbox and Google Drive. Also, ensure your ATS parses resumes quickly and accurately; it’s frustrating to have to input all the same information twice.

4. Attract Candidates via Social Media

What better way to conduct mobile recruitment than on the biggest platforms built for online communication? If you don’t currently have a presence on sites like Facebook and LinkedIn, it’s time to build a foundation so you can attract potential applicants. Create profiles with bios that promote your company culture and values, then begin posting regularly with engaging content. You could share team pictures, quick clips of what it’s like to work there, and quotes from current employees in addition to announcements about new job opportunities. 

Tip: Focus on the social media platforms that your ideal candidates use, keep their interests in mind when choosing content, and include relevant hashtags to expand your reach.

5. Use Mobile-Friendly Pre-Screening Software

Screening is an important part of the hiring process for employers to conduct some “quality assurance” and make sure a potential hire would really be the best fit for their business. However, don’t let that come at the expense of the candidate’s experience. Choose mobile recruiting tools and mobile screening technology that will be simple and painless for applicants to go through. For instance, Sprockets determines if someone is the ideal fit based on a brief, three-question survey that can be completed on their phone.

6. Allow Job Seekers to Apply via Text Message

We’ve seen a lot of businesses, especially in the fast food service industry, start posting flyers and signs that promote text-message applications. Certain Chick-fil-A locations have even added some branded flair to it by saying “Now Hiring: Text “My Pleasure” to [Number] for Info.” Consider doing something similar! You can also follow the example of Domino’s biggest franchisee who implemented text-message software with a chatbot that further streamlines the process.

7. Conduct Virtual Interviews

What’s more mobile-friendly than allowing people to interview for a job on their phone? The technology is here (abundantly), so you should take advantage of it. Not only is it convenient for all candidates in the hiring process, but it also widens your applicant pool to include people with hectic schedules who typically wouldn’t have been able to drive to your location for an in-person interview. 

Additional Resources for Hiring Hourly Employees

Check out these FREE guides to learn more about building the best hourly workforce for your business!

Slide
Hiring Guide Mockup
Why Your Hiring Process Is Broken and How to Fix It

You already have the solution to your hiring challenges — it’s your top performers. Learn how to attract, hire, and retain the right workers for your business by leveraging the mental makeup of your best employees.

Slide
4 Steps to reduce reliance on applicant flow mockup
4 Steps to Reduce Your Reliance on Applicant Flow

Hiring can feel impossible during a labor shortage, but these four simple steps will get you on the path to stable staffing levels. You’ll learn proven strategies for attracting and retaining high-quality employees for your business. It’s easier than you might think!

Slide
Sprockets Tech E-Book
Must-Have Hiring Tech to Boost Employee Retention in 2022

Although the past few years have been challenging, some businesses found success by implementing more advanced technology. Avoid making the wrong hire – and costing your business valuable time – by implementing must-have hiring tools and watch your employee retention soar.

Slide
The Essential Guide to Attracting Hourly Workers

The pandemic has changed the way hourly workers select opportunities, so you must transform your recruiting process to stay competitive and onboard the best workers. Let us do the heavy-lifting; access this free guide to build better teams and stabilize staffing levels.

Slide
Guide to employee turnover
The Ultimate Guide to Employee Turnover

Dealing with employee turnover is expensive, time-consuming, and frustrating. Access this free e-book to discover proven strategies for retaining your best workers and even predicting which applicants are most likely to stay long-term.

Slide
How to Craft Job Postings That Boost Applicant Flow

Sourcing is a constant battle in the hospitality industry. Looking to build the best team and recruit the top restaurant talent? Sprockets has you covered.

Slide
How Personality Assessments Empower You to Hire Ideal Caregivers

Taking a scientific approach to caregiver hiring
is necessary to combat the issue of poor
performance and retention. Personality tests,
like Sprockets’ Applicant Matching System,
combine natural language and artificial
intelligence to predict an applicant’s likelihood
of success at a particular location.

previous arrow
next arrow
Interviewer and applicant talk during an interview

6 Easy Ways to Streamline the Hiring Process in the Hourly Workforce

6 Easy Ways to Streamline the Hiring Process in the Hourly Workforce 1016 528 Sprockets

The candidate experience plays a crucial role in the people who ultimately choose to work for you. Unfortunately, the traditional hiring process can be tedious and time-consuming for both employers and applicants. It also can mean the difference between a bad and excellent hire. Streamline your hiring process and ensure your candidate experience is a positive one by following these helpful tips. You’ll even learn how a tech solution reveals which applicants are the best fit, reducing time spent on the hiring process by 37%, on average. 

Benefits of Hiring Faster and Making the Process Simpler

From the time an applicant sees your job posting to the minute you offer them a position at your company, the candidate experience refers to an applicant’s impression of your hiring process. You’ll be rewarded with a plethora of benefits when you take the time to streamline your current procedures:

  • High-Quality Hires and Higher Acceptance Rates: Top performers only spend an average of 10 days “on the market.” They also typically receive multiple job offers. Timely communication and a simpler process empowers you to hire the best applicant before your competitors. If you want to remain competitive, you’ll need to speed up your time to hire. Otherwise, your ideal candidate will decline your opportunity for a better, faster job offer. 
  • Save Money: Hiring the right person from the start can save you thousands of dollars. Each bad hire can cost your business $5,864. In high turnover industries like hospitality, the cost can really add up. Avoid these expenses and an endless cycle of employee turnover when you take the time to streamline your hiring process. 
  • Reduce Time to Fill: A faster, simpler process means it will take less time to fill a position, empowering you to hire more people to support the rest of your team. 
  • Better Candidate Experience: You want to hire individuals who will speak highly of your business and continue to be engaged, productive team members. A satisfied employee is more likely to praise your accomplishments and even refer other candidates (who could turn out to be top performers). 

Steps in the Hiring Process to Optimize

  • Recruiting: The first step in the hiring process establishes your talent options. However, relying too heavily on recruitment can pose risks, especially during a labor shortage. Other common pitfalls include a lack of qualified candidates and failure to maintain equity, diversity, and inclusion. 
  • Screening: This stage of the hiring process narrows down your applicant pool as you decide which candidates you want to spend time interviewing. Problems may arise when employers feel pressured to hire candidates quickly, especially if they are understaffed. Not all candidates who excel in the screening process are the right hires.
  • Interviewing: The objective of the interview is to get to know the candidate and determine whether or not they are the right fit. First impression bias, lack of communication, and failure to prepare specific questions and utilize technology are common pitfalls in this stage.
  • Hiring: Taking too long to make a hiring decision can have detrimental effects. Research shows that it takes an average of 33 days — over a month! — to make a job offer after an interview, causing a 16% reduction in acceptance rates. If you want to remain competitive, you’ll need to speed up your time to hire. Otherwise, your ideal candidate will decline your opportunity for a better job offer.
  • Onboarding: Effective onboarding increases employee engagement and overall job satisfaction. It’s their first real taste of what their day-to-day will look like at your business. You want your new employee to be happy and certain they made the right decision. Common pitfalls include lack of training, unclear goals and expectations, and overwhelming new hires with too much information at once.

Streamline the Hiring Process: Tips to Simplify and Accelerate

1. Assess Your Recruiting Strategies

If you have a shallow talent pool, you may not be effectively utilizing various recruiting strategies. Luckily, there are many ways you can find qualified candidates. Use popular job boards like Indeed, Snagajob, and Adzuna. Try to think like your ideal hire. Where would they be searching for employment opportunities? You’ll want to post job openings there as well. Think outside the box and don’t be afraid to seek out ideal hires yourself. You can also use social media to build your candidate pipeline. About 35% of the workforce are millennials while 30% are Gen Z — two groups who are active on social media platforms like Instagram, Facebook, Twitter, and even TikTok

You aren’t alone in the recruiting process. Ask your current employees for referrals for candidates. Consider offering a stipend or referral bonus if the candidate is hired and stays at least 90 days. Another great way to find great candidates is to promote from within. One study found that external hires underperform in their first two years compared to internal hires. Plus, current employees are familiar with your company. You have a deeper understanding of their work ethic than you would an external candidate. Finally, reconnect with past applicants to see if they are interested in applying to your open positions, even if they declined your offer the last time. Circumstances may have changed and you never know unless you ask. 

2. Optimize Your Job Listings

People spend an average of 14 seconds reading a job posting before deciding to apply. With limited time, you want to make sure your posting is informative, clear, and concise. We recommend keeping it around 100 to 300 words as postings within this range receive 8.4% more applicants per views. One of the key components your applicants will be looking for is salary details. Transparency from the beginning instills a sense of trust between employer and applicant. One study found that candidates are 67% more likely to apply when a salary is mentioned in the job description.

Suggested Reading: How to Craft Job Postings That Boost Applicant Flow

3. Make the Process Mobile-Friendly 

As the number of smartphone users continues to grow, 66% of businesses are leveraging mobile-friendly processes to find the best possible hires. Be sure your job application is easy to fill out on mobile by going through the steps yourself. You may also consider using mobile recruiting tools like auto-scheduling calendars or artificial intelligence (AI) chatbots. Some tools even allow applicants to apply via text. Communication is key and texting dramatically reduces time to hire. 

4. Communicate Often, Communicate Quickly

The last thing you want is to lose top talent simply because you took too long to respond. Whether you text, email, or call, reply to good candidates quickly. Consider asking your applicant their preferred method of communication — everyone is different! Also, be transparent with your timeline. Let candidates know when they can expect to hear back, where they are in the hiring process, and how long it will take to come to a decision. Finally, avoid ghosting. No one enjoys waiting around for a business to communicate whether or not they were hired or have moved to the next stage in the hiring process. 

5. Pre-Screen Candidates

Why waste time interviewing the wrong people? Pre-screen applicants to determine whether or not they meet the basic requirements you desire in your ideal hire. This includes background checks, drug tests, and pre-interview questions. For example, you might ask a few easy-to-answer questions on your initial job posting like “Can you lift 50 pounds?” or “Are you at least 18 years old?” to eliminate hires who likely wouldn’t succeed in the first place. You might even conduct a 20-minute phone interview to gauge an applicant’s interest in your organization. 

Many businesses in the hourly workforce have started using Sprockets — a hiring solution that predicts applicant success based on shared personality traits between a company’s current top-performing employees and potential hires. Incoming applicants simply answer a three-question pre-screening assessment and receive a score of one through ten. Those who score closer to a ten will fit in with your company culture, be engaged employees, and stay long-term. The Sprockets platform is proven to increase employee retention by 43% and will save you time, money, and one heck of a hiring headache. 

6. Be Intentional With Interview Questions

Once you’ve conducted a pre-screening and decide you want to move forward with a candidate, it’s time for the interview. Use this time to share more about your company, rather than learning more about the applicant. Remember, candidates are evaluating your organization, too. In a sea of over 10 million job openings, they want to know why they should invest their time and experience in your business. Don’t be afraid to get creative and instill excitement to increase candidate engagement. 

A streamlined interview process should also include specific questions that you feel will help you make an informed hiring decision. Try not to ask questions that can easily be answered in a resume or quick LinkedIn search — do your research! You’ll also want to ask questions that help you understand an applicant’s soft skills. For example, if you want someone on your team with strong problem-solving skills, you might ask: Can you tell us about a time you were faced with a challenge that you had never experienced before? 

Streamline Your Hiring Process with Sprockets

The bottom line is that a streamlined hiring process makes for a better candidate experience. Sprockets’ simple solution is proven to reduce time spent on the hiring process by 37%. And, there’s no need for resumes or even interviews! Why? Our platform instantly reveals which applicants will succeed and stay long-term like a business’s current top performers, empowering owners and operators to make the right hiring decision every time. It’s even trusted by top brands like Chick-fil-A, Taco Bell, and Papa John’s. 

The Sprockets team

Sprockets Accelerates Company Growth: Continues Path Toward an Equitable Hiring Process for All

Sprockets Accelerates Company Growth: Continues Path Toward an Equitable Hiring Process for All 1016 528 Sprockets

Here at Sprockets, we always tell people — customers and prospects alike — that our hiring solution reveals which applicants will succeed like their current top performers, ultimately empowering them to build the best teams. But did you know that we’re so confident in the accuracy of the Sprockets platform that we use it to hire and retain our own employees?

We’re continuing to scale our company so we can help even more businesses stabilize staffing levels and remove bias from the hiring process. Continue reading to learn how five new hires will bring their talent to the Sprockets team as we continue our mission of creating an equitable hiring process for all.

Jessica Tighe, VP of Customer Success

“At the end of the day, making the customer experience great is the number one goal.”

1. Tell us a little about your past experience. How did you get here? 

I’ve been managing Customer Success teams for 20 years, ensuring customer satisfaction from consumers to enterprise accounts. I’ve worked in startups to Fortune 100 companies and at the end of the day, making the customer experience great is the number one goal. 

2. What drew you to Sprockets? 

The culture and people really drew me to join Sprockets. You truly have to enjoy the people you work with and this team is great! Everyone has the same goal, is collaborative, and ready to jump in no matter the task. 

3. How will your role help our company grow? 

I’ve been part of several companies that have scaled up and my experience in this area will help grow our company. Hiring great people, creating structure around processes and procedures, and streamlining our day-to-day will help us continue to grow into a larger company while ensuring our customer satisfaction is at the forefront.

4. What has been your favorite part of the role so far? 

I’m enjoying getting to know the team, jumping right into customer calls, and hearing firsthand what improvements we can make. I’m quickly learning the current world but also bringing new ideas to the table on how we can improve. 

5. What would you say to potential job seekers considering applying to Sprockets?

What are you waiting for?! The team is great and we have a wonderful product.

Stacey Boswell, VP of Finance

“I will provide clarity and integrity to numbers.”

1. Tell us a little about your past experience. How did you get here? 

It all started with a ten-key adding machine when I was a kid. I would sit and just add random numbers. My passion for finance came out of my love for numbers. I have been in finance management for about 12 years working mostly in the startup environment. One of my joys now comes from looking at processes and trying to find automations or more efficient ways to proceed in the future.

2. What drew you to Sprockets? 

Definitely the culture and ability to help build something great!

3. How will your role help our company grow? 

I will provide clarity and integrity to numbers. That data can then be used to make impactful business decisions from a place of knowledge. I’ll help implement processes and technology to eliminate pain points.

4. What has been your favorite part of the role so far? 

My favorite part of my role so far has been digging into the data and looking with unbiased eyes.

5. What would you say to potential job seekers considering applying to Sprockets? 

I quickly saw how involved everyone at the company is! Slack — our workplace communication platform — is always ringing with excitement. It’s easy to immediately feel part of the team.

6. Do you have anything else you’d like to share? 

If we are on a video chat and you see something in the background, that is not a horse in my house! It is one of my two Great Danes: Arya and Bjorn.

Joe Gattuso, VP of Enterprise Sales

“It’s a pivotal time to be a part of Sprockets as we enter our growth stage.” 

1. Tell us a little about your past experience. How did you get here? 

My sales career started when I was eight years old selling popcorn door to door for my local Cub Scout pack. I may still hold the record for most popcorn tubs sold, but it’s been a while since I checked. In my professional career, I’ve been lucky enough to have helped SaaS companies from early stage Series A to publicly traded organizations grow.

2. What drew you to Sprockets? 

The people and the opportunity. I’ve had the pleasure of working with a few members of our leadership team at a previous company, Upserve. They are both people who I trust and more importantly, know how to execute. That, along with an impactful product and an addressable market, made it an absolute no-brainer for me.

3. How will your role help our company grow? 

In my role, I’ll educate enterprise customers on the impact Sprockets can have to solve real-world business problems. 

4. What has been your favorite part of the role so far? 

Our executive team chops the wood and carries the water. It’s one thing to have values written on your company wall, but another to actually do them. It’s incredibly motivating to see this in action.

5. What would you say to potential job seekers considering applying to Sprockets? 

Don’t hesitate. It’s a pivotal time to be a part of Sprockets as we enter our growth stage. 

Deanne Watt, Senior Product Manager

“We are truly changing the way hiring will be done.”

1. Tell us a little about your past experience. How did you get here? 

I started my early career as an art director and moved into tech management and interactive development. My career shifted to product about ten years ago where I was really able to use all the skill sets I had gained. I have mainly focused on early startups to growth stage companies. 

2. What drew you to Sprockets? 

The culture exhibited in the interview process as well as the product drew me to Sprockets. I was not disappointed. Since I started working here, I have been blown away by my team members and the product. I have found my family.

3. How will your role help our company grow? 

The product managers will help the entire product team focus and work with our users directly to help create a vision that is both useful and delightful.

4. What has been your favorite part of the role so far? 

Learning how different we are from our competitors. We are truly changing the way hiring will be done.

5. What would you say to potential job seekers considering applying to Sprockets? 

If you pass our culture survey, you will not be disappointed. The team is amazing. I am very fortunate to have found Sprockets.

Jenny Mott, Organic Growth Manager

“The passion here is really contagious and the people are truly lovely.”

1. Tell us a little about your past experience. How did you get here? 

I started my career in marketing completely by chance and was lucky enough to fall in love with it pretty immediately. Since then, I’ve been on a mission to grow my skill set and impact, focusing on SEO, content marketing, and integrated campaigns. I’ve worked agency-side and in-house, primarily with service businesses and manufacturers. My personal mantra has long been, “I’ll bloom where I’m planted.” I made the jump to Sprockets and the SaaS industry because it’s great new fertile soil that I know will help me accelerate my growth journey. 

2. What drew you to Sprockets? 

The vision, energy, and opportunity to grow alongside other highly motivated teammates drew me to Sprockets.

3. How will your role help our company grow?

I will help define and execute our marketing strategy to help us reach those companies who could most benefit from our product. I’m excited to spread the word about Sprockets and help ease some operational stresses for businesses while making the hiring process a more equitable one!

4. What has been your favorite part of the role so far?

First, meeting my wonderful teammates and learning about the work they’ve done and the work they’re excited to do — the passion here is really contagious and the people are truly lovely. Second, realizing how much opportunity there is to truly make an impact on the trajectory of the company and to further our mission. Coming in at such an early and pivotal stage is a really special and exciting opportunity!

5. What would you say to potential job seekers considering applying to Sprockets?

If you’re passionate about growth, comfortable with ambiguity, and like the idea of fixing a broken hiring process, Sprockets might be a fit!

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