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Hiring Gen Z: How to Attract the Next Generation of Workers

Hiring Gen Z: How to Attract the Next Generation of Workers 1016 528 Sprockets

Gen Z makes up 32% of the world’s population, and it’s expected that about 60 million job seekers will burst onto the job market in the next ten years. Having grown up in a world saturated with technology and internet culture as well as a time of steep economic ebbs and flows, hiring Gen Z requires understanding the unique needs and drives of this generation.

It’s time to think about your strategy for recruiting Gen Z if you haven’t already, as their idea of an ideal work environment is a bit different than that of the past. Let’s take a look at what you need to know about attracting and maintaining Gen Z employees.

Who Is Generation Z?

There isn’t total agreement on when exactly the range for belonging to Gen Z begins and ends, but a commonly proposed concept is that Generation Z is comprised of people who were born between 1995 and 2012.

Gen Z is the first generation that is considered to be “digital native.” Millennials were “digital pioneers,” growing up at the same time that social media and technology were radically changing our lives and work. Gen Z, on the other hand, was primarily born into a world where social media was the norm and information was always immediately accessible.

While all generations are made up of unique individuals, there are definitely some generational trends that emerge when looking at this group of people who range between 10 and 26 years old in 2021. Here are some of the characteristics that have been identified as relating to Gen Z:

  • Financially focused
  • Entrepreneurial
  • Technology-focused
  • Social both online and offline
  • Competitive
  • Open-minded in certain respects
  • Enjoy working independently
  • Desire to be heard

Because of the quickly changing world we live in, the gaps between generations are quite large. This means that Generation Z recruiting looks different when dealing with younger generations versus generations of the past, such as the Baby Boomers.

Recruiting Generation Z: What Gen Z Wants From Work

If you’re wondering how to attract Generation Z employees, you’re going to need to learn what it is they are looking for from a job and a career. Gen Z grew up surrounded by technology and information while also riding a pretty extreme economic rollercoaster.

(Are you wondering what character traits to look for in applicants? Check out this article.)

Flexibility

Gen Z expects that a job offers flexible work options. This means the opportunity to work remotely or have a choice where they work, as well as an understanding that there is some schedule flexibility.

Teamwork and Company Culture

If you’re wondering how to recruit Gen Z, you’ll want to focus on building a sense of being part of a team and energetic company culture. With more and more people working remotely, it’s more important than ever that workers feel like they are a part of something working toward larger goals.

Millennials have proven to be very interested in finding a company culture that suits them when on the job hunt. Gen Z recruiting trends point to a similar emphasis on desiring a good fit when it comes to the company culture.

Work-Life Balance

What does Generation Z want in a job? Well, honestly, they want a job that isn’t going to take over their lives.

Work-life balance is important to Gen Z in their career track and job. This generation wants to work for companies that don’t cause a big deal if they need to have a doctor’s appointment or have an emergency at home they need to deal with. Gen Z wants to work for a company and with people who understand that we are all human and have real lives.

In addition, people are pushing back on the intrusion of work into their “off” time. Increasingly, it is attractive to young job seekers that there is an emphasis on being “clocked in” and “clocked out,” rather than an expectation that you’re responding to an email from your boss at 10 p.m. on a Friday.

Growth

Another aspect of how to attract Generation Z employees has to do with providing opportunities for growth. This generation is more concerned about where a job could get them than the actual job title itself. Having lived in a time of great uncertainty, Gen Z wants to know what their potential for career advancement is.

Social Awareness

Gen Z has proven itself to be very concerned with whether or not the corporation is committed to social responsibility. This has to do with both social and environmental issues.

Mentorships

Mixing members of different generations within the same team is another strategy for attracting and maintaining Gen Z employees. This allows the younger generations to learn from older generations and help them form their career and life goals.

Job Rotation

Members of Gen Z are particularly interested in having the chance to rotate through several jobs while they are in their first few years with a company. This gives them the opportunity to figure out which particular role they are most interested in pursuing in the long run.

Hiring Gen Z: How to Recruit Gen Z for Your Company

Someone on a laptop screening high quality candidatesThe workplace is an ever-changing environment, and companies are already focusing their recruiting practices based on the preferences, needs, and desires of Generation Z. When you hire someone, you want to know that everyone will benefit from the arrangement and allow both the employee and your company to reach its full potential. By understanding what Gen Z is looking for in a career, you can attract and keep the best of the best.

If you’re ready to get serious about hiring Gen Z at your company, our AI-powered platform might be just the thing you need. It finds the common thread between your top employees and incoming applicants, ultimately enabling you to make better hiring decisions and improve employee retention. Sprockets even offers free job posting, tax-credit screening, virtual recruiters, and more. Schedule a free demo today!

People looking at reports and text reading "How to Create an Effective Recruitment Plan in 6 Steps"

How to Create an Effective Recruitment Plan in 6 Steps

How to Create an Effective Recruitment Plan in 6 Steps 1016 528 Sprockets

A strategic recruitment plan is essential for streamlining your hiring process and ensuring that you have access to top talent. When done incorrectly, recruitment efforts can attract job applicants who are unqualified for the positions you intend to fill, wasting valuable time and resources. To ensure that you hire the right people, you need to evaluate your existing strategies and update them to strengthen your recruitment plan. Here is what you should know about designing an effective recruitment plan.

Your Recruitment Plan Strategy

1.    Establish Recruitment Objectives

Your initial step should be to establish distinct goals for your recruitment process. One of the critical factors in talent acquisition is differentiating between expectations and reality. Specify what the company is trying to achieve and how hiring plays a part in reaching that goal. Clarify the number of positions that must be filled, the recruitment deadlines, and the type of qualifications to look for in applicants.

2.    Carry Out a Skills Gap Analysis

A skills gap analysis is essential to ensure that your current staff meets the demands of your business model. You need to know whether the existing employees can effectively perform their roles. Establishing this will also create opportunities for improvement and highlight specific qualities that should be assessed during the recruitment process. If there is a significant skills gap in the current staff, then it means that you need to supplement the workforce with some fresh faces with the desired skills and ability to meet demands.

3.    Set Your Ideal Timeline

After a successful analysis, it’s time to put your findings into practice. You now need to estimate the number of required employees in every department and determine when they are needed. With this crucial information, you’ll be able to build a full recruitment schedule for the entire year. The recruitment plan should include the positions you need to hire for per quarter, the number of employees for each department, and precise hiring timelines.

4.    Identify the Tools and Software Required for Recruitment

At this point, you should identify the tools required to carry out the hiring process. You may need to think about getting a virtual recruiter to help you execute your plan. A virtual recruiter can help you attract top talent, communicate with potential new hires, re-engage past applicants, and improve employee retention. Using a virtual recruiter will also help you reduce the application response time and increase the applicant flow. 

Applicant matching software would also be a great resource to execute your recruitment plan. By utilizing this software, you can create a unique success profile based on your current top-performing employees. There are many other benefits of an applicant matching software, such as reduced employee turnover, increased productivity, reduced training time, enhanced customer experience, and higher ROI. 

5.    Set up a Recruitment Budget

A recruitment budget sets parameters on everything from the job boards you intend to use to the sourcing methods and interview techniques. You should invest enough time to set the budget with other company leaders. Then, review the budget for each open position with the entire hiring team. This ensures that your recruitment process doesn’t run above the estimated costs.

6.    Revamp Your Hiring Process

Continuously review your recruitment plans and hiring approaches to determine their effectiveness. Evaluate details such as collaboration among team members, the number of new hires, and employee turnover rate. Then, see what improvements you can make to your recruitment policy.  

This evaluation will help you to understand how past recruitment processes were undertaken and if there are any necessary changes. You can use survey tools, feedback forms, and a one-on-one approach to gather information. You will be able to identify some missteps and set the right tone for job seekers. If you find pitfalls that need to be addressed, you should immediately look into them and get things right before the next recruitment process kicks in. 

Hire the Ideal Applicants With Sprockets

A woman on a laptop hiring applicants with no industry experienceHaving a well-designed, proactive recruitment plan helps your organization stay competitive and keep up with industry trends. Utilizing special tools such as Sprockets’ virtual recruiter helps carry the weight as well. Sprockets’ AI-powered virtual recruiter enables you to hire the ideal applicants, reduce employee turnover, and help employee retention.

Schedule a demo today to learn how Sprockets can streamline your hiring process.

Someone typing on a keyword and text reading "How to Write the Perfect Job Description"

How to Write the Perfect Job Description

How to Write the Perfect Job Description 1016 528 Sprockets

Recruiting qualified and competent applicants for a position in your organization or business requires dynamic skills. You’ll need to ensure your job posting stands out from hundreds of others and attracts the right applicants. Getting qualified people to apply to your company allows your hiring team to focus solely on suitable applicants. In return, these quality applicants are more likely to deliver on the company’s core values and meet objectives once hired. An attractive job description should highlight the required skills, experience, company’s culture, mission, values, and more. Here is how to write the perfect job description to attract the ideal applicants.

You can also check out our free guide on how to write job descriptions that boost applicant flow! It features industry insights, key elements, and helpful templates.

Writing a Great Job Description: A Step By Step Guide

1. It All Starts With Writing an Accurate Job Title

You need to get the job title right in your description because this is the first thing everyone sees. Most people usually search for specific keywords in job titles, so page placement and rankings are critical to getting your job posting in front of the ideal applicants. If the job title is unclear, non-descriptive, or even out-of-the-box, qualified applicants may be confused or fail to see your posting. 

Keep the title clear, concise, and consistent with other market job titles. Ensure that the title reflects industry standards and your organization’s culture.

2. Create an Engaging Overview of the Job

Provide a brief description of the general expectation for the open position. It should also highlight the job’s main function and its contribution to your organization’s objectives. Remember to state what makes your company stand out among others. Your overview should highlight key items that articulate your company’s culture. By being thorough in the job overview, you make it easy for the applicant to identify the type of company they’re getting involved with to further pursue their career and experience.

3. Be Concise About Job Responsibilities

Provide a concise description of the roles and responsibilities involved with the job. These should clearly depict the fundamental nature of the job, which usually occupies a significant proportion of the employee’s time. You may also want to emphasize responsibilities that are unique to your organization. 

Highlighting the day-to-day activities of the position will help applicants understand your work environment and culture. However, don’t make the mistake of making long and tedious lists that put off the readers. Make your job description exciting and fun to read by only including necessary information. It also helps to incorporate a “why” explanation behind the day-to-day activities. This communicates that you have a specific purpose behind the tasks. Sharing this will show them how the position provides value to the team.

4. State Skills and Qualifications

This section states the required skills for applicants, level of experience, and the necessary competency for the job. Besides stating the required certifications and technical skills, you may also include soft skills, such as problem-solving, personality traits, and the ability to communicate fluently. Don’t be tempted to list every requirement you envision. Keep the list concise. Including many unnecessary skills and qualifications can dissuade qualified applicants. 

Using different tools can help you save time in this step. Sprockets’ applicant matching solutions create a profile based on top-performing talent at your company. As a result, you can find applicants with the necessary experience, competency, and soft skills for the job. Additionally, their personality assessment software compares and contrasts traits of applicants based on the qualities of employees at the company.

5. Talk About the Company and the Working Relationship

It’s best to assume that applicants don’t know as much about your organization or business. You, therefore, need to tell them about your company’s goals, vision, and mission. You can also provide other relevant and valuable details, such as annual sales, number of employees, and branch locations. 

It’s also important to explain the working relationships as well as the lines of communication for the employee. Inform applicants about who they will report to and help them understand their hierarchy within the company. Constructive working relationships are essential for employee well-being and integration.

6. Sell Your Job

Competent and qualified applicants usually require compelling reasons to choose your job over other opportunities. Describe key benefits that come with the position. However, don’t oversell it in your job description. If your job description misconstrues expectations, it will negatively impact workplace culture and employee retention.

7. Include Salary Details

While you may not provide actual salary figures for the job, provide a competitive salary range in your job description. Qualified applicants need to see the salary range for motivation to apply. Every applicant has expectations of what they would like to get paid. If you fail to provide the salary details, you risk wasting time interviewing applicants looking for higher salaries than you’re willing to offer.

8. Give Applicants a Call to Action and Contact Information

Use a call to action at the end of your job description to get potential applicants rolling in. This drives applicants to take the next step and apply for the job. You may also provide up-to-date contact information for applicants to reach you if they have inquiries. While some organizations only provide their email addresses, adding a phone number could be a great addition. 

Post Jobs for Free With Sprockets

A man in a coffee shop posting job descriptionsHaving a clear and concise job description helps your business attract competent and qualified applicants. A complementary aspect of writing the perfect job description is posting it in the right places to maximize visibility. With Sprockets, you can post your job listings for free on Google, Facebook, ZipRecruiter, Snagajob, CareerBliss, Recruit.net, and Adzuna from within the platform.

Schedule a brief demo today to learn how Sprockets can streamline your hiring process and ultimately improve employee retention.

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The Importance of Person-Environment Fit When Hiring

The Importance of Person-Environment Fit When Hiring 1016 528 Sprockets

Hiring managers sometimes focus too much on the qualifications and experience of applicants that they ignore something that can be even more important: whether or not the applicant is a good fit for their organization. So, how do you evaluate this in applicants? We’ll explore several types of person-environment (PE) fits that matter when scoping out new talent for your organization. We’ll also consider some person-environment fit examples and suggest tools that will help you identify the perfect-fit candidates.

What Does Person-Environment Fit Mean?

Person-Environment fit theory is based on the assumption that people perform at their best when they are in an environment that closely matches their needs, skills, and personalities. Typically, within organizations, you can identify which employees are great fits for their position and the company culture.

Hiring managers can rely on intuition, to an extent, to predict who is likely to fit in well. However, gut instinct may not always be the most reliable resource, especially in larger organizations that hire many people in different departments. One way to get over this hurdle is to establish a framework with reliable criteria to predict whether someone is a good fit before you hire them. An excellent place to start is understanding the various types of person-environment fits.

The Different Person-Environment Fits

Person-Vocation Fit

Person-vocation fit is something that goes beyond your organization and focuses on the individual. It’s based on the notion that employees may not always be in the profession that best suits them. For example, if Sam is a computer programmer and spends his time daydreaming about making independent films, he likely will not be an ideal employee for your company. This exceeds any personality clashes someone may have with Sam and speaks to his suitability for a specific profession. Therefore, when vetting out if someone is a vocation fit, understand how the individual’s aspiration fits within the job. Understanding how they foresee themselves growing in the position is an excellent indicator for if they’re in the right career or not.

Person-Job Fit

Some applicants may have a strong interest and aptitude for a career, yet they still need to find the right job. When seeking the ideal candidate, try to scope out if the daily activities of the job match with the person’s background, interests, skills, and goals. If not, it’s likely that either the employee or the organization will be dissatisfied with the arrangement.

Person-Organization Fit

To address this one, you need to be clear about your own company culture and the type of applicants that would make the ideal fit. For example, you may have hired Susan for a job that she’s perfectly qualified for, and she might have appeared to be the ideal applicant on paper. However, her personality may not blend well with your organization. If your company encourages independent thinking while Susan is accustomed to a more structured environment, the person-organization fit will not be an ideal match.

Person-Group Fit

One of the main aspects of most jobs is working in a team. An individual may click well with the company as a whole but may not fit within a specific group or department. When considering a candidate, you need to predict if they’ll be a helpful addition to the team. Questions such as, “Can you tell me about a time you worked well with a team?” are good options for determining whether an individual is a good person-group fit for your company. 

How Can Recruiters Find the Ideal PE Fit?

Now that you’re familiar with the different person-environment fits, you want to find applicants who are an overall good match. This means finding applicants that are the right fit for their vocation, job, group, and company. In other words, you want to look at the person-environment fit that includes all of the factors listed above. So, how can you identify such specific candidates?

Pay Equal Attention to Hard and Soft Skills

You want candidates who have the skills and experience necessary for the position. However, don’t overlook soft skills, such as communication, teamwork, and flexibility. It’s often a person’s soft skills that determine whether they’re a good fit or not.

Create a More Productive Workplace

It is challenging to determine if someone is a good fit for their organization. But with the knowledge of PE fit, you can better identify a candidate’s needs, skills, and personality, making the hiring process easier. By using the principles of person-environment fit, you can establish: 

  • A more efficient hiring process
  • A more harmonious workplace
  • Less employee turnover
  • Higher productivity

Use Personality Assessments

A personality assessment is one of the most reliable ways to find out what makes someone tick. Answers to common interview questions, while helpful, aren’t always truthful. A personality assessment, on the other hand, goes quite a bit deeper than simple questions. There are special programs to help you accomplish this. Sprockets’ personality assessment software matches applicants based on the top-performing talent at your company. 

It does this by using a Mental Makeup Analysis (MMA) report that analyzes over 50 characteristics to deliver a comprehensive report. Then, applicants are scored on a scale from 0 to 10, providing a precise prediction on how good a fit they are likely to be.

Establish a More Effective Hiring Process

A woman on a laptop hiring applicantsBy screening applicants with assessments before interviews, you can cut down on the number of interviews and only talk to the most promising applicants. This will result in more insightful and productive interviews. You can also use Sprockets’ applicant matching software that creates a unique profile based on the top-performing talent at your company. This profile is used to screen candidates and make a data-driven decision on whether or not they’re the right fit before you interview them, saving you time and money. 

Find out more about how Sprockets can help you find candidates who are the right fit. We offer personality assessments and other innovative tools that will help you find the ideal candidates for your organization.

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How to Retain Employees: Lessons From Top Franchises

How to Retain Employees: Lessons From Top Franchises 1016 528 Sprockets

It can cost $5,864 every time an employee leaves your company, according to a study by The Center for Hospitality Research at Cornell University. Plus, you must consider the “hidden” costs of turnover, like lost productivity, reduced team morale, and worse customer service. It’s time to turn the tides on turnover and learn how to retain employees. And, there’s no better way to discover employee retention strategies than by looking at some of the top franchises.

Explore a few options below or simply do what many successful franchise owners and operators have done to improve employee retention: Use Sprockets. Our AI-powered platform is proven to reduce costly turnover by revealing which applicants are the most likely to succeed and stay long-term.

Learn How to Retain Employees

McDonald’s

This fast-food giant has the solution to your hunger, and they believe they’ve found an answer for improving employee retention as well. In recent years, McDonald’s has increased wages and offered more enticing employee benefits. Crew members can enjoy hourly pay that’s slightly above minimum wage as well as paid vacation and a tuition assistance program. The franchise plans to raise overall wages to an average of $15 per hour by 2024. What makes these incentives particularly compelling is that they are offered to all workers — both part-time and full-time employees.

Chick-fil-A

If we look at Chick-fil-A’s business model, you’ll find a 60-year-old initiative to retain high-quality employees by creating and maintaining positive workplace cultures. It all starts with a focus on recruiting applicants who are the right fit for Chick-fil-A’s culture. Hiring managers look for matching traits in the three C’s: character, competency, and chemistry. Participation in Chick-fil-A’s company culture also goes beyond the front-line workers. Leaders must value open communication with all team members, and every guest should feel as if they are part of the positive environment at each location.

ComForCare

High employee turnover is not only a concern for QSR franchises. The problem extends to the home health care field as well. In fact, Home Care Pulse reported that caregiver turnover hit an all-time high of 82% in 2018. Luckily, some top franchises and business owners have implemented strategies to tackle their turnover rates. One example includes Mark Turnbull of ComForCare, who has increased training opportunities, consistently monitors retention rates, conducts exit interviews, and tries to match caregivers with patients to create the best possible relationships and work environments.

Top Franchise Brands Trust Sprockets to Improve Retention

Cellphones with fit scores to help with recruiting employeesAll of these three franchise brands (and many more) trust Sprockets’ AI-powered platform to improve employee retention by an average of 43%. Our sophisticated solution augments sourcing efforts and reveals which applicants are the ideal fit for your business — before you even interview them. It finds the common thread between your top performers and potential hires, enabling you to make better hiring decisions and reduce costly turnover.

Schedule a free demo today to improve employee retention like these franchise brands have done!

A man and woman in an office and text reading "How to Use HR Tech to Elevate Your Company Culture"

How to Use HR Tech to Elevate Your Company Culture

How to Use HR Tech to Elevate Your Company Culture 1016 528 Sprockets

Focusing on company culture is more important than ever as work attitudes change. Having a strong culture enables businesses to hire better-fitting employees in terms of skills and personality. Moreover, well-defined values make it easier for everyone to stick to a mission. 

Conversely, a non-existent or poorly defined company culture will result in disengaged employees, and products and services can suffer—resulting in lost customers and revenue. 

For many HR teams, creating a strong company culture is difficult. HR tech can help by freeing up time and making your processes more efficient. This technology also has many other benefits when elevating company culture.

What Is meant by HR tech?

The term “HR tech” is used to define all software that eases the administrative burden of HR teams. It can be used to screen applicants, analyze employee performance, and save time.

Examples of HR tech include employee analytics software, payroll automation systems, and application tracking systems.

The Biggest Challenges When Creating a Company Culture

Finding People With the Right Skills and Personalities

Recruiting employees with the skills businesses need is difficult enough, and the complexity mounts when HR teams also need to consider personalities. If team members don’t share values or buy into a company mission, nurturing a culture that inspires growth and innovation is problematic. 

When seeking to hire people that are a good match, teams must be crystal clear about what they’re looking for. Fine-tuning job descriptions and filtering searches will help. 

Mergers and Acquisitions

Though the average value of merger and acquisition (M&A) transactions declined in 2020 compared to 2019, M&As were still an essential part of growing many businesses.

A graph titled "Number & Value of M&A Worldwide"

Source: IMAA analysis; imaa-institute.org

Such practices can help companies increase their market share, consolidate assets, and more. However, if companies are not careful, M&As can also pose a threat to their company culture. If the two businesses and their employees aren’t on the same page, internal clashes can happen. 

If a business is looking to complete an M&A, it must look beyond the financial aspects alone and consider how to mitigate potential risks to its culture. 

Scaling Without Losing Identity

When scaling a business across numerous locations, or from startup to corporate, neglecting culture is a serious risk. This is particularly true when scaling across diverse regions. 

Becoming a global brand without sacrificing company culture is possible. Apple and Spotify are two examples of businesses that stuck to their original mission, despite serving hundreds of millions of people. Both have scaled without losing their corporate identity through good planning and strategizing. 

As the company expands, HR professionals should ensure every new hire can contribute to their existing culture and reinforce the company’s core values. 

How to Use HR Tech to Elevate Your Company Culture

Use Screening Software to Find the Right Fit

Remote and hybrid work mean that HR teams can expand their recruitment internationally. However, being unable to meet in person can make identifying and selecting the best-fitting applicants more challenging. 

More companies are turning to technology to help. In July 2020, research published by McKinsey & Co. revealed that 85% of surveyed executives have sped up their companies’ digitization process.

Graphs representing companies using HR tech

Source: McKinsey Global Business Executives Survey, July 2020

If teams are not already using the technology, screening software can help to find the right employees quickly. Instead of manually sifting through resumes and cover letters, HR teams can focus on other important tasks.

Use Messaging Solutions to Improve Communication

In Glassdoor’s Workplace Trends 2021 report, the company pointed out that 70% of its employees want a hybrid working agreement in the future. With team members spread across different locations and working at different times, however, communication becomes more important than ever.

Slack conducted a remote working survey in 2020 that highlighted the challenges of communicating using such models. They showed that 14% of the platform’s users still found that inefficient or slow communications and processes impacted them. For participants not using Slack, that figure rose to 21%.

A graph on workplace challenges

Source: Report: Remote work in the age of Covid-19, Slack, April 2020

Though messaging solutions won’t solve all of HR teams’ problems, having the tools in place will allow colleagues to set expectations and boundaries. With effective communication, employees will feel engaged and supported while upholding the company’s culture and vision. 

Use Onboarding and Offboarding Software

To emphasize and improve company culture, businesses should pay equal attention to their onboarding and offboarding processes. 

When integrating new hires within a company, giving them a run-through of the mission statement and values—and how they fit into the big picture—is essential. 

When their time with the company is coming to a close, outgoing employees are a great source of feedback. HR teams can use this information to tweak their current practices accordingly. 

HR tech is a capable tool to help welcome and say goodbye to employees in a way that elevates company culture. Teams can use survey software to gather feedback when offboarding and engagement technology to support their onboarding program. 

Invest in Analytics Software

Measuring employee performance is about more than how much money a person brings into a company. HR professionals also need to monitor employee engagement and offer growth opportunities. 

To reinforce company culture, businesses need employees who are willing to improve and innovate for their benefit, and the benefit of the company. 

An effective way to measure how employees are doing is by investing in HR analytics software. These platforms enable the department to benchmark data, analyze why employees are leaving, and more. 

Invest in Technology to Invest in Your Culture

Elevating company culture is a team effort, and the tools they use can make all the difference. Investing in HR tech is a great way to improve company culture by saving time and energy on manual work. HR teams will also find that they can gather information faster, engage employees better, and spread their message more effectively.

HR tech also allows hiring managers to screen potential employees, helping your company to achieve a balance between skills and personality. 

Author Bio

Dean from OnTheClockDean Mathews is the founder and CEO of OnTheClock, an employee time tracking app that helps over 10,000 companies all around the world track time. 

Dean has over 20 years of experience designing and developing business apps. He views software development as a form of art. If the artist creates a masterpiece, many people’s lives are touched and changed for the better. 

When he is not perfecting time tracking, Dean enjoys expanding his faith, spending time with family and friends, and finding ways to make the world just a little better.

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How to Improve Employee Retention With Artificial Intelligence

How to Improve Employee Retention With Artificial Intelligence 1016 528 Sprockets

Did you know that the average cost of losing an employee can be more than $5,000, according to a study conducted by The Center for Hospitality Research at Cornell? This includes costs associated with pre-departure, recruiting, selection, training, and lost productivity. Plus, you have to consider the amount of time this whole process wastes when you could focus on important daily tasks instead.

Luckily, there are tools available that can improve employee retention with artificial intelligence! Sprockets, for instance, provides a user-friendly platform with a whole suite of sophisticated, AI-powered solutions. It predicts which applicants are the most likely to succeed and stay long-term, helping you build better teams from the start and reduce costly employee turnover.

Sprockets: Improving Employee Retention With Artificial Intelligence

How It Works

The way Sprockets works is simple. First, it creates a benchmark for success based on the personality traits of your current top-performing employees. Each incoming applicant is then evaluated with that unique success profile, allowing the Sprockets software to identify shared characteristics. Then, you can select the candidates with the highest “fit scores.” It removes the guesswork and reduces the number of interviews necessary to find the ideal employee.

Plus, the Sprockets platform includes free job posting to websites like ZipRecruiter and Snagajob ($400 value), reveals which applicants would provide Work Opportunity Tax Credits, and offers virtual recruiters who send instant alerts when a match has been found!

The Benefits

Owners and operators, especially in fast-paced industries with high rates of turnover, don’t have nearly enough time to search for applicants. That’s what makes Sprockets so essential. It’s the missing ingredient in your hiring process, empowering you to find and retain the best workers with less effort and resources. Here are the results that Sprockets users enjoy, on average:

  • 43% improvement in 90-day employee retention
  • 37% less time spent on the hiring process
  • 22% increase in annual employee retention

Success Stories

So, you know that our solution is powered by AI and proven by data. Now, it’s time to see what others have to say about Sprockets! These are only two of the many testimonials we’ve received from happy customers:

“We’re pleased with the investment, and we are absolutely going to continue to [use Sprockets] because it cuts down the amount of time we would spend on bad interviews.”

– Michael Mann, General Manager, Chick-fil-A

“The onboarding process was extremely easy. It was fast and very professional. I can’t think of a single problem or glitch that we had. As far as [Sprockets] being trustworthy, I would give that a giant stamp of approval.”

– Alecia Pineo, Owner, Visiting Angels

Match, Hire, and Retain Top Performers

The Sprockets platformStart improving your employee retention with Sprockets! It removes the guesswork from the hiring process, making it simple to select the ideal applicants and stop the cycle of costly turnover. You’ll even get access to free job postings, tax-credit experts, and virtual recruiters to source and screen candidates more effectively.

Schedule a brief demo now to see how Sprockets can improve your retention by 43%!

Restaurant workers and text reading "How to Create an Effective Employee Engagement Plan"

Here’s How to Create an Effective Employee Engagement Plan

Here’s How to Create an Effective Employee Engagement Plan 1016 528 Sprockets

It might seem daunting to develop a new employee engagement plan from scratch, but it’s a crucial step to achieving success with any business. The benefits, alone, should motivate you to get together with your leadership team and brainstorm some ideas. Employees who feel more connected with their team members and the workplace can be healthier, happier, and more productive!

While it’s challenging to develop a custom employee engagement plan for your business, it makes a huge difference when you start with the right workers. Sprockets helps you build teams that mesh and work well together by revealing the common thread between top employees and incoming applicants. Schedule a demo today!

What Is Employee Engagement?

Simply put, employee engagement refers to the level of dedication and commitment that someone feels in relation to their workplace. There are various strategies to increase employee engagement among team members, all of which you should consider when creating your plan. After all, every business owner wants workers who sincerely care about their work and contribute their fair share of effort toward achieving company goals.

A Guide to Developing an Employee Engagement Plan

Recruitment

First of all, ensure that you highlight the company’s mission and core values in job postings that follow best practices for recruitment. By clearly outlining the type of environment a future employee would experience, you will attract more like-minded people to apply. Plus, it weeds out those who will not be a good fit – before it’s too late.

Example: Sprockets is a software-as-a-service (SaaS) company that values innovation, sustainability, and individual growth. Our employees are driven by new ideas, are compassionate, and challenge traditional values to bring about positive change.

Onboarding

Outlining the onboarding process, beyond filling out paperwork and going over where to find the fire exits, is crucial to adding a new employee to an established team.

Example: New marketing employees have weekly meetings with their manager to discuss personal development opportunities and any questions, comments, or concerns with workload or environment. During the first week of employment, the marketing team will go out to lunch with the new employee. The marketing team will have quarterly outings to encourage camaraderie and transparency between departments.

Goal Setting

Outlining goals for a position gives an employee a sense of purpose. Tying their goals directly to the company’s goals and values is a way to effectively display the impact of their work and why they are essential to the company.

Example: The marketing coordinator is responsible for creating content and emails to fuel the sales team with leads. With a company goal of 100 new customers in Q2, the marketing team will need to generate 1,000 leads.

Communication From Leadership

Planning quarterly staff meetings with employees from every department and level is an excellent way to show transparency and build engagement. When employees see the bigger picture outside of their daily tasks, it gives them a greater sense of purpose.

Example: You’re invited to our quarterly meeting! We will share an overview of our company goals and accomplishments for the past quarter as well as introduce plans for the upcoming quarter.

Recognition Programs

Employee recognition can significantly increase employee engagement. From giving someone a shout-out to submitting a nomination for a company-wide meeting, it always helps to recognize hard work. Employees will return the favor with even more great work and motivation.

Example: We will recognize one or more hard-working employees at each weekly meeting for their contribution. In the monthly newsletter, directors from each department will submit the name of an employee who has gone above and beyond in order to reach goals. Employees also get the opportunity to nominate their coworkers for recognition in one of three categories: innovation, team building, or going above and beyond. Winners will receive $50 gift cards.

Career Growth and Development

Whether someone has been with the company for 15 years or recently joined right out of college, all employees can benefit from personal development in the workplace. While not everyone will want to partake, those who do will appreciate it and likely become more engaged. Consider these strategies to improve employee engagement and reduce employee turnover:

  • Lunch-and-learns with a relevant speaker for specific departments
  • One-on-one coaching for new tools and technology
  • Matching new workers with an established employee as a go-to mentor
  • Setting aside time to discuss specific skills they’d like to learn

Performance Reviews

Did you know that 43% of highly engaged employees get feedback on their work once or more per week? Receiving feedback on work instills a sense of trust in employees. It shows that their work is being reviewed and appreciated. The other significant factor here is that engagement drops after an employee’s first year at an organization. By having set performance reviews, employees realize that leaders are still paying attention to their work.

Example: Schedule weekly check-ins and annual performance reviews. (An annual review should not be the first time that an employee hears a piece of feedback.)

Build the Best Team From the Start

Cellphones with fit scores to help with recruiting employeesIt’s crucial to hire applicants who will mesh well, succeed, and stay long-term, ultimately making it much easier to maintain high employee engagement. It makes an immense difference in workplace culture, too.

That’s where Sprockets comes into play. Our AI-powered solution creates a unique success profile for your business based on the mental makeup of your best employees. Then, incoming applicants are matched against this benchmark to ensure you hire the best candidates every time with pinpoint precision. (The average Sprockets user reduces costly annual employee turnover by 22%!)

Schedule a brief demo today to improve employee retention and engagement.

Someone on a laptop with text reading "An Overview of Pre-Employment Assessments"

Why You Need Pre-Employment Assessments in Your Hiring Process

Why You Need Pre-Employment Assessments in Your Hiring Process 1016 528 Sprockets

Pre-employment assessments are helpful hiring tools for a variety of reasons: They can predict an applicant’s ability to perform tasks, give insight into how they’ll interact with co-workers and customers, and enable managers to make more informed decisions. Plus, these tests potentially remove bias from the hiring process and reduce the time it takes to identify the ideal candidates.

Sprockets is a particularly effective solution with unique pre-employment assessments that reveal the best applicant even before the interview. Our AI-powered platform features a sophisticated applicant matching system that finds the common thread between your top performers and potential hires, empowering you to build better teams and improve employee retention by an average of 43%!

An Overview of Pre-Employment Assessments for the Hiring Process

Pre-employment assessments vary, covering everything from hard skills (experience) to soft skills (personality traits). There are generally five types of tests. These include:

1. Hard Skills Tests

These assessments measure the technical expertise of the candidate in a particular subject area or industry. Recruiters and hiring managers often use these to weed out applicants who do not have the minimum required skills for the job.

(Be careful with these, though, because applicants with no industry experience can actually be the best hires!)

2. Work Sample Tests

Work sample tests help you understand a candidate’s potential effectiveness in the workplace by mimicking events that would occur on the job. They are useful for predicting performance since you get a more realistic preview of how they would behave on a day-to-day basis at your company.

3. Interview Assessments

Of course, there’s always the traditional interview assessment to determine job fit. This crucial step in the recruiting process is an opportunity to test both hard skills and soft skills as well as meet the candidate in person.

There are typically two general ways to conduct interviews: structured and unstructured. Structured interviews allow every applicant to answer the same set of questions in the same order. This can reduce bias and maintain the consistency of data used to evaluate candidates.

On the other hand, unstructured interviews simply aim to build rapport between the interviewer and the candidate. The unstructured format allows more freedom for the conversation to flow naturally. This is typically the better option when evaluating applicants for positions and industries that involve customer service, like home health care and quick-service restaurants.

4. Cognitive Ability Tests

Cognitive ability tests improve the recruiting process by enabling you to assess a candidate’s decisions during an unexpected situation. This is done using “game-based” assessments, which test cognitive skills in a faster, efficient, and user-friendly way.

5. Personality Tests

You can also use personality tests to hone in on specific characteristics that contribute to an applicant’s soft skills, like communication, teamwork, and work ethic. Sprockets’ three-question surveys, for instance, use natural language processing to measure over 50 different personality traits!

Predict Applicant Success With Pinpoint Precision

A man on a laptop doing a pre-employment assessmentImprove employee retention, reduce the costs of turnover, and build better team cohesion with Sprockets! Our AI-powered solution has all the ingredients for the optimal hiring process, including sophisticated pre-employment assessments. Sprockets uses brief surveys to find out what makes your top performers tick, and then it evaluates incoming applicants with that benchmark. You’ll instantly see “fit scores” that indicate who has the highest likelihood to succeed and stay long-term.

Numerous business owners from top brands, like Chick-fil-A and Visiting Angels, trust Sprockets to hire the best candidates. Curtis Wilhelmi of McDonald’s says, “It’s a no-brainer!” Schedule a demo today to discover the ideal applicants and start enjoying the same success.

Two happy men with text reading "3 Signs That Applicants Are the Right Fit for Your Team"

How Do I Know If an Applicant Is the Right Fit for My Team?

How Do I Know If an Applicant Is the Right Fit for My Team? 1016 528 Sprockets

It may seem impossible to identify the ideal applicants, especially when you can’t dedicate much time to the hiring process, but it becomes easier when you know what signs to look for. Don’t rely solely on resumes and cover letters. You might waste time on poor interviews and increase costly employee turnover due to bad hires.

Instead, pay close attention to indicators that suggest who will be the right fit for your team. You can also use the AI-powered solution that’s trusted by numerous business owners and managers: Sprockets. It reveals which applicants share personality traits with your current top performers, empowering you to make better hiring decisions and improve employee retention.

3 Signs That Applicants Are the Right Fit for Your Team

1. Genuine Enthusiasm

When it comes to determining job fit, excitement and enthusiasm are crucial. However, this can be challenging to identify at first because most applicants will come to you in an enthusiastic manner. You may attribute this to putting on a fake persona to land the job, while other times, it’s genuine.

So, how can you tell who is really enthusiastic about becoming a member of your team? The first thing to look for is how they approach the initial interview. Is the conversation one-sided, where you do all the talking, or are they truly engaged and show interest? You can also listen closely to how they speak about previous positions and workplaces. These can be major indications of how their behavior will be if they end up working for you.

2. Company Culture Fit

If you’re hiring for fit, then you absolutely need to take your company culture into consideration. Just make sure you meet with your leadership team beforehand to clearly define your ideal workplace culture. This makes it easier to create a list of personality traits to look for in candidates.

Let’s take collaboration as an example. If you value open communication and teamwork, then hiring someone who mentions that they prefer working alone may not be the best move. It would be a lose-lose situation for them and your entire team.

3. Enjoyable Interview

It can feel repetitive and tedious to conduct several interviews for an open position. So, it’s always a pleasure to meet an applicant that makes the interview an enjoyable experience. It’s a positive sign when the conversation is constructive, productive, and flows naturally. That’s typically someone you want to bring onto your team, especially if the role involves customer service. This is incredibly important because there are many candidates who check all the initial boxes but are not personable.

Note that this does not mean you should hire purely based on this aspect of the interview only since nerves often play a part in an applicant’s first impression. It should just be taken into consideration if you are ever conflicted between choosing one candidate or another.

Let Sprockets Find the Right Fit for You

Someone on a laptop hiring hourly employees with SprocketsIt’s challenging to find the best applicant, even if you look for the right signs throughout the hiring process. Luckily, Sprockets can do the heavy lifting for you with the power of artificial intelligence and natural language processing.

Sprockets reveals what makes your top-performing employees tick and evaluates incoming applicants based on that benchmark. You’ll be able to see who has the highest likelihood to succeed and stay long-term with the click of a button, ultimately reducing costly turnover and enabling managers to focus on daily operations. It’s trusted by numerous happy customers and proven to increase employee retention by 43%!