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Hiring Practices

Two restaurant employees and text reading "Employee Referral Programs: Templates and Tips to Improve Your Recruitment Process"

Employee Referral Programs: Templates and Tips to Improve Your Recruitment Process

Employee Referral Programs: Templates and Tips to Improve Your Recruitment Process 1016 528 Sprockets

If you’re struggling to find high-quality applicants, you need to stop relying on external recruitment efforts and tap into an often-overlooked resource: your current employees. They often know someone who would be an excellent fit for a role you have to fill, and all you need to do is ask! Employee referral programs reduce recruitment costs, save time, and often help bring in better candidates than traditional methods. Plus, they help improve company culture and teamwork since employees recommend people they already get along with.

Find out how to begin your employee referral program with the suggestions below. Just don’t forget to check out The Essential Guide to Attracting Hourly Workers. This free guide outlines even more proven strategies to amplify your sourcing efforts with ease.

How to Create an Employee Referral Program That Works

Be Transparent About Hiring Needs

First and foremost, you have to be comfortable sharing your hiring needs with the current staff members. There’s usually no need to pick and choose who you tell — it’s typically best to establish communication with everyone at the company. That way, you maximize your reach and potential to get great applicants. You never know who has someone in their network that would be a fantastic fit for your company. A restaurant manager might have a friend looking for work as a chef and vice-versa. 

While being transparent about the position you need to fill, make sure you also clearly communicate its specific requirements. You don’t want your employees suggesting a bunch of candidates who don’t have enough experience or lack the skills necessary to perform the job, especially in technical roles. You’ll end up wasting everyone’s time — including yours. Consider drafting the job description ahead of time and sharing it internally before posting online to better inform your employees in their search.

Offer an Incentive With Clear Requirements

While many employees would simply be happy to work with one of their friends or someone they get along with well, others need an extra incentive to help with your recruitment efforts. 92% of employers with a referral program offer a monetary incentive, and the majority of them consist of a $500 bonus. Just keep the timing of the bonus in mind — not just the amount. Only 27% of those employers give the employee the bonus immediately upon hiring the applicant they referred. We recommend awarding the bonus after the new hire has been there and proven their reliability for at least 90 days.

Tip: Make the requirements as straightforward as possible for employees to earn the referral incentive. The last thing you want is one of your best employees (and the friend they referred) to complain and get disgruntled over a misunderstanding of the program.

Make the Referral Process as Simple as Possible

Also, make sure you don’t hinder referral efforts by making it a long, complex process. Nobody likes having to fill out piles of paperwork or read through extensive stipulations, especially in addition to their regular work. Try sending an email to employees with a brief overview of the job and incentive with a link to a convenient Google Form they can use to submit contact information about who they think would be a good fit. You can even make it as simple as replying to the email.

Maintain Communication With Employee

Remember to stay in contact with your current employee about how the hiring process is going, especially regarding the person they recommended. It’s not a good feeling to be left in the dark after trying to help the company and a friend. It can be as detailed as you feel comfortable with, but just make sure you let them know as soon as possible if their friend is just not a good fit for the role (but that you’re highly appreciative of your suggestion). 

Employee Referral Program Email Template

Here’s an example of an email you can send out to the company when you want to begin your employee referral program:

Hi [Employee Name],

We’re looking to expand our team, and we’d love your help finding the right person for the job. You’re an important member of the staff here at [Company], making your opinion extremely valuable to us. You’ll even get a $500 bonus if the person you refer gets hired and stays for 90 days!

Here’s the role we need to fill:

  • [Job Title]
  • [Requirements]

Please take a moment to fill out this Google Form so we can get to know the person you recommend and hopefully get you on the way to earning an extra $500!

Thank you for your help,

[Your Name]

Tip: Be sure to mention the incentive bonus in the subject line to increase the open rate!

Hire the Best Applicants Every Time

Even with an employee referral program in place, the hiring process still involves plenty of human error. If you’d like to make sure you hire the best applicants every time with pinpoint precision, there’s no better solution than Sprockets. It’s proven to predict success without you having to waste time reading resumes or conducting interviews. You’re up money even if it saves you from one bad hire — what do you have to lose?

Schedule your free, 15-minute demo today to start hiring with the platform that top brands trust.

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Two happy employees

Follow These 6 Hiring Trends to Attract Top Talent

Follow These 6 Hiring Trends to Attract Top Talent 1016 528 Sprockets

It can be overwhelming trying to keep track of hiring trends when you’re short-staffed and covering shifts to pick up the slack, but staying ahead of new trends in hiring can help you retain the best possible employees. We know you don’t have much free time, so we’ll cut right to the chase: If you want to set up your business for success — and keep it that way — consider implementing these 2022 hiring trends. 

Or, you can skip this entire blog and schedule your free, 15-minute walkthrough of the Sprockets platform, the fastest, easiest way to know which applicants are worth hiring and who will only cause you more of a headache.

 

How Do You Stay Current With Hiring Trends?

1. Connect With Applicants Before They Apply

Reaching out to candidates early on in the hiring process — even for hourly positions — benefits both the employer and job seeker. Remember, your job posting is one of millions, so it’s important to set your role apart. Social media platforms like LinkedIn are a great way to connect to potential hires. Take the time to send a brief message about your company, open positions, and why you think the person may be a good fit for your team. Applicants are more likely to apply and may choose your business over a competitor simply because you found them first.  

2. Data-Driven Recruiting 

All too often, traditional hiring methods rely on a recruiter’s intuition when choosing the perfect hire. However, this can lead to potential bias against certain types of people, whether it’s intentional or not. That’s why companies across various industries now lean on facts and data to help them make the best hiring decisions. Data-driven recruiting reduces turnover costs, increases employee productivity, and empowers hiring professionals to gain valuable insight on their process. But, how exactly do companies measure this? The answer is simple —technology. 

3. Technology

How has technology changed the hiring process? It has dramatically transformed the hourly workforce as employers now have access to a wider applicant pool. Plus, advanced solutions make the process faster and easier, so hiring professionals can focus on face-to-face operations like interviewing, onboarding, and training. During the height of the labor crisis, businesses turned to technology to compensate for their lack of employees. Owners and operators quickly realized that the right hiring solutions could help them make more informed decisions in a shorter period of time. Plus, technology has the ability to foster diversity, equity, and inclusion in the workplace. Basically, if you aren’t already using technology in your recruitment process, you’re falling behind.

1. AI Screening

More and more organizations are quickly realizing the 540-year-old resume is ineffective and time-consuming. Resumes don’t account for soft skills or an applicant’s personality, which is actually more important than direct industry experience. AI screening tools like Sprockets make it easy to see which applicants will succeed like your current top-performing employees. It’s more accurate and 37% faster than the traditional hiring process. These solutions also allow you to focus on running your business instead of stressing over which applicants will actually stay long-term.

2. Video Interviews

It’s no secret that the COVID-19 pandemic made it extremely challenging to conduct in-person interviews. To prevent falling further behind, employers turned to video interviews. This new trend (that’s surely here to stay) greatly widened the applicant pool. Employers could interview anyone – not just people that lived in their location’s city — and applicants had the flexibility to record their part of the interview on their own time. Recent research even found that video interviews are six times faster than phone ones! No wonder 86% of organizations now use virtual tech for interviews.

3. Sprockets

What would you do with three extra hours in your day? No, seriously, get three hours back in your day with our hiring solution. Sprockets uses artificial intelligence, natural language processing, and over 80 years of psychological research to instantly reveal which potential hires will perform like your best employees and stay long-term. There’s no need for resumes or even interviews. Plus, it’s trusted by top brands like Taco Bell, Chick-fil-A, and McDonald’s franchise locations to increase employee retention by 43%, on average. 

Why Tech Matters in Hiring: 2022 and Beyond

Learn how technology – like Sprockets’ AI-powered platform – is no longer optional for businesses. It’s required.

Must Have Hiring Tech E-Book
A person stressed-out on a laptop and text reading "Why Is Hiring So Hard Right Now?"

Why Is Hiring So Hard Right Now?

Why Is Hiring So Hard Right Now? 1016 528 Sprockets

The hiring process can be one of the most stressful aspects of owning and operating a business. And that was true even before the COVID-19 pandemic and national labor shortage in the US. Today, companies are struggling so much to hire and retain employees that it might feel impossible to maintain stable staffing levels. Let’s discuss some of the pains you may be facing and offer proven solutions so that you never again have to ask, “Why is hiring so hard right now?”

Common Hiring Challenges and How to Overcome Them

“I Have No Applicants”

One of the most common complaints we hear from business owners about the hiring process is that they simply can’t get anyone to apply. And, with 11.5 million job openings in the US, it’s easy to see why some people feel that way. Job seekers have so many options right now, and the competition is fierce to grab their attention. While we believe this problem can be solved by increasing employee retention and hiring the right applicants from the start (even if you only have a few to choose from), we’re happy to provide some tips on how to increase applicant flow quickly.

Offering a competitive compensation package is one of the fastest ways to get more applicants, as long as you are able to do so. Just make sure you promote this clearly in your job postings. Too many people make the mistake of waiting until the interview to discuss pay. 

Patrick O’Rahilly, the founder of FactoryFix, shares his opinion on the matter: “I suggest complete transparency from the start. In fact, pay and salary rates should ideally be on the initial job posting. We’ve seen jobs that do not post a salary or pay rate receive only about half the applicants compared to jobs that do.” 

You can also widen your potential talent pool by considering more teenagers and entry-level workers as well as retired citizens who are looking to get back into the workforce. These groups of people can be some of the most eager to learn, adapt, and help your business grow.

“I Don’t Have Time for the Hiring Process”

Time is money, which makes the lengthy hiring process costly for individuals who normally need to focus on other tasks. For instance, the general manager of a fast-food restaurant that’s already understaffed might have to cover shifts for a cashier who called out or quit. So, they’re forced to operate a register and take customers’ orders rather than look through resumes and find someone for that role they so desperately need to fill.

However, let’s pause for a moment and rethink the idea of resumes. The tradition actually dates back over 500 years to when Leonardo DaVinci wrote a letter outlining his experience to earn patronage in 1482. Businesses can’t afford to rely on such outdated practices, especially during a labor crisis. It’s time-consuming, stressful, and ineffective.

Instead, streamline your hiring process with solutions like the Sprockets platform that shows you the best applicants without the need for resumes or interviews. Users spend 37% less time on the hiring process, on average. Think about how many hours that equates to in your work life and what a difference it could make to get those hours back!

“My Employees Keep Quitting”

Employee turnover is another major reason why hiring is so hard right now. According to ADP Research Institute’s People at Work 2022: A Global Workforce View, 7 in 10 workers have considered a major career change this year. Another study found that 55% of hiring managers said retention and turnover are the top issues hurting their ability to hire staff and grow their companies. (That means turnover ranked above hiring, in general, as their No. 1 struggle!)

We spoke with our very own talent acquisition manager, Katie Tumbleston, to get her thoughts on the employee retention challenges that businesses are facing right now: 

Katie Tumbleston“We are in the midst of real change when it comes to the dynamic between employers and employees. This change is and will continue to be uncomfortable for employers as they navigate how to best retain quality employees. They need to find answers and solutions for questions such as, ‘How much flexibility do we allow for start and finish times? Should we offer a four-day workweek? How much PTO do we encourage staff to take? How do we support both entry-level and more senior workers/staff in their growth? What perks and incentives can we provide to ensure our staff stay and continue to thrive with us?’” 

It can take some time to ponder these questions and discover what’s right for your particular business, but there are a few key points to remember. First, start focusing on improving employee retention, especially when it comes to keeping your best workers. Also, make sure you keep current employees engaged with team-building activities as well as growth opportunities. More and more people are searching for meaningful careers — not dead-end hourly jobs. You can provide this to your employees, even in the fast-food industry.

Make Hiring Less Stressful With Sprockets

The fastest, easiest way to solve all of these problems is with Sprockets’ hiring platform. It reveals which applicants will succeed like your current top performers, removing the guesswork and drastically reducing the time you need to spend on the hiring process. You can even get instant alerts when Sprockets finds your ideal applicant, then reach out to set up an interview or extend an offer in seconds. It’s trusted by top brands like Chick-fil-A and is proven to improve employee retention by 43%, on average.

Schedule your free demo of Sprockets today! It only takes 15 minutes to get started, and it will save you numerous hours in the long run.

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Statue of Leonardo DaVinci

Resumes Are Outdated: It’s Time to Forget the 540-Year-Old Hiring Tradition

Resumes Are Outdated: It’s Time to Forget the 540-Year-Old Hiring Tradition 1016 528 Sprockets

One…two…three…four…five…six…seven… While you were reading for those few seconds, the average recruiter decided whether or not a job applicant was fit for their role. Is it really fair to judge someone’s ability to succeed based on a single piece of paper, in that short amount of time? 540 years ago, the answer would have been “yes. Now, two decades into the 21st century, that’s a whole different story. Continue reading as we discuss the history of the resume and current outdated resume practices. You’ll even learn how to hire the best applicant every time — without a resume or even an interview — in seconds thanks to Sprockets’ hiring solution. 

 

 

History of the Resume

The exact origin of the first resume is unknown, yet historians have substantial evidence to credit Leonardo DaVinci in 1482. He sent a handwritten letter outlining his abilities and experience for an engineering job to Ludovico Sforza. Although he did not actually get the position, his handwritten letter had a lasting impression on Sforza, who later became the Duke of Milan and commissioned DaVinci’s painting, The Last Supper. Fast forward 540 years later… why are we still following in the painter’s footsteps when we have technology at our disposal? In case you’re still not convinced, here are three more reasons why resumes are impractical

Current Concerns of Outdated Resume Practices

1. They’re Time-Consuming 

Owners and operators simply don’t have enough time to review a resume. Businesses are severely understaffed, so their eight-hour days can often turn into grueling twelve-hour ones. Some owners are even working the cash register or flipping burgers in a desperate attempt to cover for employees who don’t show. They barely have enough time to focus on their regular responsibilities. The last thing they want to do is sift through piles of paperwork. 

2. Resumes Might Contain False Information

Unfortunately, some people claim to have certain skills or experience on their resume that they actually do not have. Approximately 40% of workers have lied or stretched the truth on their resume. That number is too high to base a hiring decision solely on a resume. 

3. They Leave too Much Room for Potential Bias

The average recruiter only spends six to seven seconds on a resume. These hasty decisions often lead to first impression bias, the leading cause of hiring errors. Unfortunately, that means many resumes are ignored or thrown away simply because of the name at the top. One study even showed that minority applicants who changed certain details of their resumes to make them seem more “white” received more interviews. It doesn’t have to be this way. 

Additionally, the resume fails to provide employers with a full picture of an applicant. It does not cover one’s soft skills, which are equally, if not more important than a job seeker’s previous experience. 

Two Simple Solutions That Can Replace Resumes

1. LinkedIn

One popular option is to use LinkedIn as an online “resume.” In fact, 87% of recruiters find LinkedIn most effective when looking for potential hires. These profiles mimic traditional resumes, yet provide a more personalized touch. Job seekers can feature past experiences, skills, projects, published works, and more. LinkedIn profiles are easily skimmable and employers can filter potential hires based on certain keywords such as workplace skills or job titles. While many recruiters find LinkedIn effective, people can still lie about their skills or face potential bias.    

2. Sprockets               

Sprockets’ hiring platform, on the other hand, redeuces potential bias and increases your chances of making the right hires. You’ll spend 37% less time on the solution that predicts applicant success with pinpoint precision. Our platform eliminates the need for resumes and even interviews. It’s proven to boost employee retention by an average of 43%. In fact, top brands like Chick-fil-A and Taco Bell trust our sophisticated, yet easy-to-use technology to accurately reveal which applicants will succeed and stay long-term. 

Do’s and Don’ts of the Hiring Process

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.

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Hotel workers and guests with text reading "Quickly Learn How to Improve Hotel Revenue"

Quickly Learn How to Improve Hotel Revenue

Quickly Learn How to Improve Hotel Revenue 1016 528 Sprockets

It’s no secret that hospitality is one of the industries that was hit hardest by the COVID-19 pandemic. Thousands of people lost their jobs, and many businesses were forced to close their doors. Travel is also not expected to return to pre-pandemic levels until 2024, according to a report by the American Hotel & Lodging Association. However, it’s still possible to stay afloat — even thrive — despite the pandemic and labor crisis. This simple guide on how to improve hotel revenue will help you fill those empty rooms and find success during challenging times.

First, ask yourself is whether or not your current challenges stem from staffing struggles. If the answer is yes, you can skip this whole guide and quickly solve the issue with Sprockets. Our hiring platform reveals which applicants are the right fit for your hotel, making it easy to improve the guest experience, loyalty, reputation, and bookings.

How to Improve Hotel Revenue — Simplified

Track Key Metrics

You won’t be able to identify areas for improvement if you don’t keep track of hotel revenue metrics. Here are a few of the numbers you should keep a close eye on:

  • Occupancy Rate
  • Average Daily Rate
  • Average Length of Stay
  • Revenue per Available Room

The last one, commonly referred to as RevPAR, is arguable the most important indicator of success. There are two ways to measure this: divide room revenue by the total number of available rooms or multiply your average room rate by the occupancy rate.

Also, calculating hotel profit margin can be easily accomplished by dividing net profit (total revenue after subtracting expenses) by total revenue. This should give you a decimal value that you can multiply by 100 to find your profit margin as a percentage.

Promote Direct Bookings

It’s a common practice to promote your hotel via online travel agencies (OTAs), like Expedia and TripAdvisor, but fees from advertisements and commissions can cut into your revenue. While we’re not suggesting you abandon all OTAs, it’s a good idea to try driving more direct bookings. 

You can do this by getting the word out to potential guests about the value they get from booking directly on your website. Often, hoteliers advertise how visitors get the most up-to-date information on availability, access to exclusive specials and add-ons, and even the benefit of establishing direct communication for enhanced service. 

Of course, make sure your direct booking process is user-friendly and convenient since that’s one of the main reasons why so many people use OTAs to book trips.

Hire the Best Applicants

It can cost upwards of $5,000 to replace a single staff member, according to a study by Cornell University’s Center for Hospitality Research. That’s why you must keep an eye on your hotel labor costs. Specifically, make sure you hire the right applicants every time to avoid costly employee turnover. It’s not only possible — it’s easy with Sprockets’ hiring platform that’s proven to improve 90-day employee retention by 43%, on average.

Staff Smarter With Sprockets

One sure-fire way to reduce hotel operating costs and improve your profit margin is by hiring applicants who will succeed and stay long-term. Sprockets helps you do this by revealing which potential hires share personality traits with your current top performers. The user-friendly dashboard even assigns all incoming applicants with “fit scores” from one to ten, making it simple to select the ideal candidate. You’ll build a strong, cohesive staff that will stay long-term and provide the top-notch guest experience that drives loyalty and additional revenue.

Get a free, 15-minute demo now to start building a high-performance hotel staff.

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Hotel front desk staff happily helps two guests.

Enhance the Guest Experience at Your Hotel With These Terrific Tips

Enhance the Guest Experience at Your Hotel With These Terrific Tips 1016 528 Sprockets

Think back to your best hotel guest experience. What did you enjoy about your stay? What, specifically, made your time at the hotel memorable? Maybe you forgot some basic toiletries, and the staff provided you with complimentary products. Or maybe the front desk employee struck up a conversation that really resonated with you. These small, but meaningful details are the difference between a good and great stay. Avoid the dreaded hotel horror story and learn how to enhance the guest experience at your hotel with these three tips. You’ll even discover how our hiring platform can increase staff retention by an average of 43%.

 

Importance of the Guest Experience in Hotels

Guest satisfaction in the hotel industry is crucial. Good hoteliers should constantly think about how to improve the hotel guest experience as it is pivotal to maintaining your brand. Excellent experiences leave guests happy, drive customer loyalty, and increase revenue. In fact, one study found that positive online reviews significantly increase the number of bookings at a hotel. When guests are happy with their stay, the next time they need to book a vacation or travel for work, they’re more likely to return to one of your locations. If they feel they had an exceptional experience, they may even recommend your hotel to a friend, coworker, or family member. 

The same study found that word of mouth from a “good friend” can outweigh the opinion from the online majority. But beware, the same is true for negative experiences — which can severely damage your brand’s reputation — as a friend’s opinion can outweigh a majority of positive online reviews. 

How to Improve the Hotel Guest Experience

Be sure to take the time to really wow your guests. This could be their first lodging experience since the COVID-19 pandemic. Follow these three tips to ensure a smooth, satisfied hotel guest journey. 

1. Hire Hotel Staff for Fit 

Of course, enhancing the guest experience at your hotel starts with your employees. They are the foundation of your business, and without a strong foundation, your hotel could easily crumble under pressure from industry challenges. 

Hiring for fit focuses on job seekers’ mental makeup, rather than their industry experience. You may want to hire people who are empathetic, outgoing, and adaptable for your hotel. Consider asking applicants specific questions during the interview process to evaluate whether or not they will mesh well with the rest of your staff. 

Tip: Use Sprockets’ hiring solution to reveal which potential hires are the right fit for your hotel based on shared personality traits between applicants and your current top performers, empowering you to retain a strong, cohesive staff that will stay long-term.

 

2. Personalize Each Guest’s Experience

Once you have the best staff for your hotel, train them to personalize each guest’s experience. This is especially important for your front-desk staff as they are likely the first hotel employee your guests will see. Encourage your team to strike up a conversation (another reason why hiring for fit is important!). This could be as simple as asking where they are from, what their plans for their stay are, or offering restaurant recommendations. When they check out, you might even follow up on the chosen topic. Regardless, you want your interaction to be memorable so your guests can see your staff truly cares about the quality of their hotel experience. 

3. Encourage Guest Feedback

What better way to understand how you can enhance your guests’ experiences than by asking your guests themselves? Feel free to get creative with this. For example, you might promote a campaign on your website that if your guests leave a review, they get a certain amount off on their next stay. Or maybe you simply ask them if they enjoyed their stay upon check-out. Whatever the case, be open-minded and willing to listen. Remember, not all feedback is going to be a glowing five-star review, so active listening is key. 

 

Enhance the Guest Experience by Hiring the Best Staff From the Start

Sprockets’ hiring solution empowers you to predict applicant success — before the interview and without a resume – so you can easily build long-lasting staff for your hospitality location. Check out The Essential Guide to Attracting Hourly Workers: Hotel Edition to learn how to optimize job postings to fit your ideal hire and retain high-quality staff before your competitors.

A woman holding towels and text reading "Hotel Staffing: How to Hire and Retain the Best Employees"

Hotel Staffing: How to Hire and Retain the Best Employees

Hotel Staffing: How to Hire and Retain the Best Employees 1016 528 Sprockets

Trying to keep a hotel fully staffed can be a nightmare, keeping owners and managers up at night when they could be resting as soundly as their guests. While hotel staffing is challenging — and has gotten even more difficult with the labor crisis — hoteliers just need to know how to do it the right way. 

Hiring during a hotel staff shortage is easier than you might think when you follow the strategies outlined below. You can also check out our Free Guide to Attracting Hourly Workers: Hotel Edition. It shows you how to hire hotel staff and even predict applicant success so you know who will succeed before spending time on interviews.

What You Need to Know About Hotel Staffing

1. How to Tackle Employee Turnover in the Hotel Industry

One common mistake that has become even more prevalent during the labor shortage is simply hiring anyone who applies. It’s understandable to feel like this is the only solution in a state of desperation to keep your business afloat, but you might end up hiring hotel workers who have a shorter stay than some of your guests.

It’s crucial to improve your retention rate, especially when there’s a 73.8% annual employee turnover rate in the hotel industry. The first step is to understand why employees are leaving. Are they seeking better benefits? Do you need to offer more competitive compensation? There might just be a lack of employee engagement at your hotel, leading to low morale and a sense of unfulfillment with their current career path. Whatever the reason, it’s up to you to fix the problem and boost retention, especially when it comes to keeping your top performers.

2. How to Create a Hotel Staffing Plan

There are 11.3 million job openings in the U.S., according to the Bureau of Labor Statistics. So, how do you grab the attention of job seekers? And more specifically, how do you get high-quality candidates to apply to your hotel as opposed to a competitor’s?

First, make the most of your recruitment efforts. Think about your ideal applicant and the job boards they might frequent. Some of the best hospitality job boards include HCareers, HospitalityOnline, and HotelCareer. Of course, you can always stick to the classics, like Indeed and ZipRecruiter, but you must optimize your advertisement before listing it anywhere. Many job seekers simply scan the descriptions and decide within a matter of seconds whether or not they want to apply. Include important elements such as a specific job title, salary, benefits, and company culture.

Free Hiring Guide

Would you like to simply reduce your reliance on applicant flow altogether? Well, you can. Check out our free guide on how to hire all-stars even with a shallow applicant pool.

4 Steps to reduce reliance on applicant flow mockup

3. How to Hire More Applicants Like Your Best Employees

Do you have a few top-performing staff members that consistently stand out from the rest? Well, it’s possible to hire more workers who will succeed and stay long-term just like them! Our hiring platform can actually predict applicant success by identifying shared personality traits with your current top performers. It’s trusted by top brands and proven to stabilize staffing levels, even during a labor crisis!

The Staffing Solution That Boosts Employee Retention by 43%

The simplest way to build and maintain a strong, cohesive staff at your hotel is by hiring with Sprockets. Our clients spend 37% less time on the hiring process and improve employee retention by 43%, on average. If that’s not enticing enough, we’ll even give you a free demo to show you firsthand how our hiring platform can solve all of your staffing challenges. Get on the path to hiring success (and get ahead of your competitors).

Hotel manager and her staff

How to Manage a Hotel: Succeed Even During Unpredictable Times

How to Manage a Hotel: Succeed Even During Unpredictable Times 1016 528 Sprockets

Managing a hotel is far from easy. We recently spoke to a hotel operator who was so desperate for people to fill their open positions, that they waited outside a bus stop near their competitor to recruit staff. The operator asked each hourly employee how much they currently made, then offered to pay them several dollars more than their current wage if they were willing to work for their hotel instead. 

While there’s much to unpack in this story, it’s a classic example of how to motivate employees in the hotel industry. When your hiring process feels stressful, sometimes it’s worthwhile to return to the basics. Refresh your memory — and maybe even learn something new — on how to successfully manage a hotel, even during a labor crisis. Plus, learn why top brands choose our hiring solution to boost 90-day employee retention by an average of 43%.

 

 

How to Manage Hotel Staff

Effective hotel management starts with the hiring process. You can’t just hire anyone that applies. Rather, you need the right people who are willing to go above and beyond their job description to provide a wonderful guest experience. 

“Motivate them, train them, care about them, and make winners out of them… they’ll treat the customers right. And if customers are treated right, they’ll come back.” 

– J. Willard Marriott, founder of the Marriott Corporation

Hire for Coachability Then Train Hotel Staff for Skills

Especially in customer-facing roles, the key to retaining high-quality hotel staff is hiring for coachability and training for skills. Why? Coachable people are often open-minded, eager to learn, and take constructive criticism well. They’re able to pivot when unexpected situations like the COVID-19 pandemic or labor crisis arise. 

It’s easy to teach someone how to greet guests, operate the front desk, or clean a hotel room. The hard part is finding coachable people with soft skills specific to your location. To evaluate an applicant’s soft skills, adjust your interview questions accordingly. For example, if you are looking for a job seeker with strong adaptability, you might ask: Tell us about something you were asked to do that you have never done before. How did you react, and what did you learn?” 

Implement Employee Engagement Initiatives

Only 15% of employees (worldwide!) are engaged in their workplace, according to a recent study from Gallup. Conducting employee engagement activities in the hotel industry is crucial if you want to motivate your staff. Highly engaged teams are more productive, which makes teams happier and hotels more profitable. 

Consider scheduling regular check-ins with each employee to further develop a professional relationship and instill trust. Employee surveys are another effective way to gauge how your staff is feeling about their work, management, and company as a whole. In fact, 89% of hiring professionals say ongoing feedback leads to success. Finally, team-building exercises like sharing a company meal or going out for happy hour also foster a positive company culture and high employee engagement. 

Use Hospitality Technology

If you aren’t using technology by now, you’re likely wasting time and other valuable resources. We understand some hospitality professionals may be hesitant to implement tech solutions as they don’t want to risk a security breach — that fear may be heightened due to current events. Technology, however, is actually a key success factor in the hotel industry. Recent innovations like SaaS (Software as a Service) solutions keep operations running smoothly, so employees can focus on the guest experience. 

“Despite being one of the largest and most dynamic segments of the US and global economy, penetration of cloud-based technologies in the segment remains incredibly low, and the vendor landscape remains tremendously fragmented on a global basis.”

– Matt Melymuka, co-founder and partner at PeakSpan Capital.

For more helpful tips, check out our free guide: Why Your Hiring Process is Broken and How to Fix It.

Hire More People Like Your Best Hotel Staff Members

Do you ever find yourself wishing you could find more people like your current top performers? It’s possible and easy with Sprockets! Our Applicant Matching System identifies what makes your best employees so successful based on the answers to three simple questions. Their resulting score is used as a benchmark to analyze the mental makeup of incoming applicants who take the same survey. Sprockets’ one-through-ten scoring system makes it easy to see which potential hires will succeed like your top-performing employees.

 

Two engaged, happy restaurant workers

3 Examples of Effective Employee Engagement in Top Companies

3 Examples of Effective Employee Engagement in Top Companies 1016 528 Sprockets

Employee engagement refers to your workers’ emotional connections to the goals of your company. High team member engagement is often linked to strong employee retention, while a lack of engagement results in workers feeling less satisfied and invested. It also means that you may not get as many unique contributions from your staff and will likely suffer from costly turnover. But in order to know how to achieve high engagement, you need to know what that looks like. Continue reading to discover three stellar examples of employee engagement in companies.

Start hiring hourly workers that will have a strong emotional connection to your business right off the bat with Sprockets. Our Applicant Matching System reveals which applicants will succeed like your current top performers, empowering you to build strong, cohesive teams that will stay long-term.

 

 

Examples of Employee Engagement in Companies

1. Taco Bell

One of the best employee engagement examples is Taco Bell’s Start With Us, Stay With Us program. First launched in 2016, the platform highlights Taco Bell’s genuine commitment to their workers. Their employee-first attitude recognizes the realistic needs of staff such as tuition reimbursement, scholarship opportunities, and growth within the company itself. 

Frank Tucker, Chief People Officer at Taco Bell, understands that many people get their first job at a restaurant: “Whether they want to start with us for a year or stay with us for life, we feel it’s our responsibility to make sure we’re offering benefits and programs that create innovators and leaders for our communities inside and out of our restaurants.” 

Even when workers decide to leave the taco chain, Taco Bell ensures they have learned valuable skills that will help them with future endeavors.. The company hopes Start With Us, Stay With Us will motivate their workers to advocate for the Taco Bell brand and increase loyalty. 

2. Chick-Fil-A

Chick-fil-A has a unique set of employee engagement ideas because of the way it empowers its franchise owners. Most franchise companies regulate their brand in a top-down manner. However, Chick-fil-A gives franchise owners the freedom to implement their own set of standard operating procedures. Rather than saying “this is how we do it,” Chick-fil-A owners are given a chance to customize how they think things should be done based on their location, team, and customers. 

Franchisees are in charge of everything from the hiring of workers to providing employee benefits. They also have excellent training models in place. This strategy helps employees feel less overwhelmed by customer demands and more enthusiastic about their work. Additionally, Chick-fil-A refuses to let individual franchisees treat each other as competitors. The fast food restaurant will even fly representatives from successful stores to struggling ones so that the hard-hit stores can learn from them. 

3. Buffalo Wild Wings

When it comes to understanding team member engagement, communication is key. For example, Buffalo Wild Wings responded to high employee turnover with surveys to understand the experiences of their workers. The restaurant then used this feedback to determine how they could improve their employee engagement strategies. Staff who truly believe employers listen to their concerns are more likely to have a positive experience working with the company. 

At the start of the COVID-19 pandemic, Buffalo Wild Wings implemented Brand Champ. This employee engagement program was designed to teach employees the “how” behind the brand and equip them with background brand knowledge to succeed while performing daily operations. Additionally, Buffalo Wild Wings launched  “What’s Hot at B-Dubs,” a virtual employee engagement program featuring inspirational guest speakers. The goal of both programs is to help employees understand why and how their work matters.

Go Beyond Employee Engagement Examples

Now that you’ve read these employee engagement examples, you’re ready to start improving your own strategies. Whether you’re a restaurant owner or hotelier, that starts with hiring the right people for your business. Luckily, Sprockets’ AI-powered platform reveals what character traits make your top performers so successful. Our Applicant Matching System then identifies which potential hires share these same characteristics. Essentially, it’s like replicating your best employees. Plus, Sprockets’ hiring solution is proven to boost employee retention by an average of 43%. 

 

Happy restaurant employee smiles behind the counter.

The Secret Recipe You Need to Boost Restaurant Employee Engagement

The Secret Recipe You Need to Boost Restaurant Employee Engagement 1016 528 Sprockets

It’s no secret that employee engagement and turnover in the restaurant industry is suffering. Labor crisis and pandemic aside, the industry often serves (see what we did there?) as a stepping stone. For many young people, working at a restaurant is their first job, so turnover is inevitable. However, there are plenty of individuals who serve in the industry because that’s where their passion lies. 

Continue reading to learn how to foster a positive work environment to promote higher restaurant employee engagement and retention. Plus, discover the secret ingredient that can replicate the success of your best employees. (Hint: These users see a 43% improvement in 90-day employee retention, on average.)

1. Offer Competitive Pay

If you want hourly workers to show loyalty and dedication to your company, then you need to pay them a tempting wage. Better pay will motivate your staff to consistently exceed expectations. If your staff doesn’t have to worry about making ends meet, they can focus on daily operations — like providing exceptional guest service. Plus, 67% of job seekers are more likely to apply to your restaurant if the wage is in the posting.

2. Prioritize Time Off 

Taking a mental health day is actually one of the best ways to reduce stress, decrease burnout, and recharge your mind for the work day. Encourage your employees to take time off when they need it — regardless of their reasoning. This will show them you care about their well-being and work-life balance. Bonus points if you pay attention to detail while building their schedules so everybody has a fair chance of getting a Friday or alternating weekend off. Your employees will thank you.

3. Give Consistent Feedback

Schedule regular check-ins and staff meetings to develop professional relationships and increase employee engagement. Praise them for their accomplishments and offer constructive criticism. This is also a good time to ask your workers for their thoughts on menu items, service ideas, customer feedback, and how they think your restaurant could improve. Sharing their opinions with you will make them feel valued, and restaurant staff engagement will naturally increase. 

4. Provide Training and Opportunity for Growth 

It’s crucial that restaurant workforce management offers opportunities for growth. For example, if you already have an all-star team that shows potential, consider hiring internally when positions become available. Not only will your employees appreciate the opportunity to interview before you find an external hire, but giving them a shot will instill trust amongst your team. 

Bonus Tip: Hire and Retain Restaurant Staff With Sprockets

What if you could predict which applicants are the right hire before the interview and without a resume? It’s possible with Sprockets. Our Applicant Matching System reveals which potential hires will succeed like your current top performers, empowering you to build passionate, driven teams. It’s proven to work and trusted by top brands like Burger King and Chick-fil-A to increase employee retention (a measurement of restaurant employee engagement!) by 43%.