Hiring Practices

A man and woman in an interview and text reading "Recruiting Employees vs. Finding the Right Fit"

The Difference Between Recruiting Employees and Finding the Right Fit

The Difference Between Recruiting Employees and Finding the Right Fit 1016 528 Sprockets

It’s time to evolve the way that everyone thinks about the hiring process. So, let’s start at the beginning: recruiting employees. One of the best ways to improve the recruiting process is to simply stop “recruiting.” 

That might sound counterintuitive, but you just need to look at it from a different perspective. While recruiting implies the generic practice of sourcing applicants for a job, “finding the right fit” is what we should really be doing. This takes recruiting a step further to source and screen applicants who are most likely to succeed and stay long-term.

Recruiting Employees vs. Finding the Right Fit

Whether you’re a hiring manager or a business owner, it’s important to stay up-to-date on the best hiring practices. Here’s a breakdown of how and why you should do it:

The Recruiting Process Is Outdated

Just because a certain way of doing something “works” doesn’t mean we should continue it. In fact, it’s essential to keep evolving, pursue better alternatives, and consider the paths less traveled. In this case, you should go beyond paying to post jobs on the same job boards, waiting for applications, and weeding through the endless list of resumes.

“Fit” Empowers Every Member of Your Team

When you focus more on finding the right fit and identifying the ideal soft skills, like communication and collaboration, you empower your entire team to succeed. These soft skills can often be more important than workplace skills or industry experience. A team member with several years of experience could be detrimental to the business by lacking the ideal personality traits, so it can be beneficial to consider applicants with little to no experience but have the right “fit.”

How to Identify Fit

Cellphones with fit scores to help with recruiting employeesIt can be difficult to identify the right personality traits via typical recruiting and screening practices, like interviews. Luckily, Sprockets’ AI-powered platform provides all the tools you need to find applicants who are the ideal fit for your team. You can post jobs for free to millions of hourly job seekers, send personality assessments with the click of a button, and see “fit scores” that automatically predict an applicant’s likelihood of success. The list goes on! 

Schedule a demo today to see how Sprockets can help you hire applicants who are the precise fit for your needs and improve employee retention.

Two restaurant workers and text reading "Earn More Work Opportunity Tax Credits With Less Effort"

Earn More Work Opportunity Tax Credits With Less Effort

Earn More Work Opportunity Tax Credits With Less Effort 1016 528 Sprockets

Sprockets can help you earn up to $9,600 in tax credits per eligible new hire! Our platform not only reveals which applicants will perform like your top employees, but it also reveals those who qualify for Work Opportunity Tax Credits. You’ll improve your bottom line, provide jobs to individuals who might otherwise face bias, and increase employee retention! You even have access to a dedicated tax expert who can help maximize your credits and handle the paperwork.

Discover Which Applicants Are Eligible for Work Opportunity Tax Credits

The Sprockets platform makes it easy to view each applicant’s eligibility and the value of the tax credits received for hiring them. You could receive between $2,400 to $9,600 for each eligible person you hire, depending on their WOTC Target Group, such as SNAP Recipients, TANF Recipients, Supplemental Security Income Recipients, and Unemployed Veterans.

See Who Will Perform Like Your Best Employees

Our AI-powered software also displays which applicants will be excellent additions to your team. The process begins by creating a unique success profile based on the characteristics of your current top-performing employees and scores each incoming applicant against that benchmark. You’ll see “fit scores” next to WOTC eligibility in the dashboard, allowing you to hire the ideal applicants who will both succeed and provide tax credits.

Let Our Experts Take Care of the Details

As an added bonus, you have access to a dedicated WOTC tax expert to help you every step of the way. The expert will evaluate your new-hire process, send the WOTC questionnaire to applicants, set up the paperwork, give you completed IRS forms for easy filing, and answer any questions you may have. With all the time you save, you’ll be able to focus on the day-to-day operations of your business rather than dealing with the tedious tax process.

Start Maximizing Your WOTC Incentive Today

A screen showing applicants who are eligible for Work Opportunity Tax CreditsIf you’re not already taking advantage of this program, now’s the time! Sprockets offers seamless integration with WOTC and our AI-powered Applicant Matching System. Schedule a demo today to see how our platform reveals WOTC eligibility, predicts success with pinpoint precision, and improves overall employee retention. We can’t wait to help you hire the ideal applicants and earn Work Opportunity Tax Credits!

People in an interview with text reading "4 Myths About Attracting and Retaining High-Quality Talent"

4 Myths About Attracting and Retaining High-Quality Talent

4 Myths About Attracting and Retaining High-Quality Talent 1016 528 Sprockets

Are you struggling to find and retain quality candidates for your franchise? It could be because you are still hanging onto some outdated hiring myths and not utilizing digital hiring solutions.

In the same way that outdated technology affects your productivity and efficiency, stagnant recruitment practices affect the quality of applicants you attract. These outdated practices also increase your staff turnover rate. Here are four myths you need to forget in order to attract and retain quality talent.

1. The Best Talent Must Have Years of Experience

Many recruiters insist on hiring experienced candidates over those with high potential but limited industry experience. Skilled workers may be hard to retain since your competitors may also be interested in hiring them. Here are some reasons why you should consider hiring quality workers with minimal industry experience:

Inexperienced Workers Are Moldable

Inexperienced workers can be molded and trained more easily since they have not yet developed their own work habits. In a highly unpredictable business environment, new talent may respond to change more positively and adapt quickly. They may also be more willing to seek new solutions, embrace new opportunities, and multi-task.

They Have More Potential for Growth

You can identify staffing gaps in your business and train new hires to fit in that role. You may be surprised how loyal unexplored talent can be if they see the potential for growth in their job.

They Are Passionate

Unlike experienced workers who might feel there is nothing new to learn, new talent typically has an appetite for knowledge. Newer hires that integrate well with the team and believe in the product and service will also want to stay longer to gain more insights into the position.

2. A Resume Says Everything About a Candidate

There are soft skills that you cannot read on a resume. For instance, a resume will not demonstrate an applicants’ interpersonal or communication skills or his or her level of respect and confidence.

During the pre-screening process, you can learn a lot about a candidate and his or her personality by asking the right questions such as what do you least like about your job and why, how do you like to be managed, and what type of work do you enjoy doing the most. Most of the time, such information about a candidate’s character can’t be uncovered by only viewing a CV/resume. Therefore, it’s important that hiring managers avoid basing their judgment solely on a candidate’s CV/resume.

3. Hiring Managers Know How to Hire

You could be missing the right talent because your hiring managers are relying on their gut feelings and their experiences can make them biased.

Train hiring managers to apply the best practices in hiring to achieve objective results. It is important to equip your hiring managers with practical interviewing skills which can help attract higher-quality candidates.

4. You Should Only Recruit When You Have an Opening

If you only post job advertisements for open positions, you could be missing out on great applicants. One of the digital recruitment trends is to stockpile great talents even if you have no open jobs at the moment.

Once you find a quality candidate interested in working for you, hire them and create the position. These talents are in high demand, and you may not find a hire when you need one.

Effective Digital Recruitment

Digital recruitment can make hiring easy, inexpensive, and fast. Here are some digital recruitment strategies you can use to make hiring more effective, affordable, and efficient:

Use Pre-Employment Assessments

A candidate’s CV and cover letter say a lot about the applicant but not everything. To assess the candidate further, send them a pre-employment assessment test. Sprockets’ pre-employment test identifies applicants with similar personality traits as your top performers to ensure only smart hiring decisions are made.

Consider High Potential Candidates Have Some Shortcomings

A high-quality candidate may be a person living with disabilities or may come late for the interview. Give such candidates a chance, and they may surprise you as quality hires.

Prepare to Train-on-the-Job

Rather than spend time waiting for the perfect candidate, hire the one with related skills and train them on the job. This will help speed up the digital recruitment process.

Use Technology to Assess Candidate Suitability

Someone on a laptop screening high quality candidatesSprockets’ sophisticated software helps you build a harmonious workplace where quality talent longs to work. Our AI-powered platform augments your sourcing and screening efforts to ensure you always hire applicants who are the precise fit for your needs. You’ll save time, increase retention, and improve company culture.

Contact us now and let us help you identify quality hires with the ideal characteristics so that you can hire more effectively.

A woman on the phone with text reading "Maintain Healthy Staffing Levels With a Virtual Recruiter"

Maintain Healthy Staffing Levels With a Virtual Recruiter From Sprockets

Maintain Healthy Staffing Levels With a Virtual Recruiter From Sprockets 1016 528 Sprockets

Despite the high rate of turnover in the QSR industry, GMs are afforded little time for hiring crew members who are the precise fit for their needs. Luckily, a Sprockets Virtual Recruiter can quickly stabilize staffing levels and take pressure off of managers so they can focus on the daily operations of their business. A member of our team will recruit hourly workers, contact potential hires, re-engage past applicants, and improve employee retention. You’ll never miss out on a high-quality hire again!

Increase Applicant Flow

Your Virtual Recruiter makes it easy to post jobs on Google, Facebook, ZipRecruiter, and Snagajob, the largest marketplace for hourly work, for free. Plus, they’ll routinely re-engage previous applicants to capture their potential interest again. So, you always have a healthy flow of applicants to choose from whenever an employment opportunity opens up at your location. That means less time and money lost due to turnover. It’s a win-win for applicants and employers alike.

A phone with a pop-up that reads "Ideal Applicant Found"Reduce Applicant Response Time

You never have to worry about constantly checking job sites or reviewing resumes again. Your Virtual Recruiter will monitor submissions, evaluate applicants, and immediately alert you whenever they identify someone who would be a good fit for your team. GMs can focus on important day-to-day operations and schedule interviews with the click of a button to keep applicants engaged and interested in the position at your company.

Improve Employee Retention

Best of all, our AI-powered platform is proven to improve employee retention by an average of 43%. The Sprockets software creates a unique success profile for your individual location based on the mental makeup of your top employees. It then uses that as a benchmark to find future applicants with similar characteristics. 

Job seekers simply fill out a brief, three-question survey when they apply, and you see their “fit scores” in your Sprockets dashboard along with the automatic alert. It empowers you to hire the ideal applicants every time, ultimately reducing costly turnover.

Get Your Virtual Recruiter Today

What was once too good to be true is now a reality. You can get a dedicated member of our team to drastically increase applicant flow, reduce response time, and improve employee retention while you and your GMs focus on other aspects of the business. Schedule a brief demo today and see how a Sprockets Virtual Recruiter can help maintain healthy staffing levels for your business.

A happy man on a computer and text reading "Post Jobs for Free on the Largest Marketplace for Hourly Workers"

Post Jobs for Free on the Largest Marketplace for Hourly Workers

Post Jobs for Free on the Largest Marketplace for Hourly Workers 1016 528 Sprockets

Sprockets users can now enjoy free job posting on Google, Facebook, ZipRecruiter, and Snagajob, the country’s largest platform for hourly work! Avoid the fees that job sites typically charge while still attracting top talent for your team. You’ll spend less time and money on the hiring process, allowing you to focus more on the daily operations of your business.

Reach 6 Million Monthly Job Seekers

Simply create the job listings within your Sprockets dashboard and push it live to millions of job seekers on Google, Facebook, ZipRecruiter, and Snagajob with the click of a button. You don’t need to worry about creating separate accounts or paying any additional fees. It’s a quick, convenient way to advertise your employment opportunities to qualified applicants.

Improve Retention by 43%

The applicants will automatically appear in your Sprockets dashboard along with their respective fit scores, predicting who will perform like your best employees. You’ll instantly be able to identify who is worth interviewing and will contribute to the success of your business. Users report a 43% improvement in 90-day employee retention, on average!

Join the List of Satisfied Customers

We know Sprockets’ AI-powered software is the solution for your hiring needs, but you don’t need to take our word for it. There are numerous happy customers who love to share their thoughts on Sprockets. Here’s what one user had to say:

“Sprockets has allowed us to focus on the people who have the right characteristics, the right personality, [and] the right traits, and we don’t waste as much time on those that aren’t qualified anymore.”

– Ken Cope

Home Instead Franchise Owner

Start Posting Job for Free Through Sprockets

The Sprockets and Snagajob platformsDon’t wait any longer to improve your hiring process and reduce costly employee turnover. Our team is ready to set you up for success with the Sprockets platform, empowering you to reach millions of job seekers for free and build the best team for your business. Schedule a brief demo today to get started!

A businessman with a calculator and text reading "What Is the Financial Cost of Employee Turnover?"

How Do You Evaluate the Financial Cost of Employee Turnover?

How Do You Evaluate the Financial Cost of Employee Turnover? 1016 528 Sprockets

If you want your business to thrive in today’s economy, it’s more important than ever to find the best employees in a pool full of applicants. Retaining a good employee once you bring one on board takes some work, but it’s worth the effort because the average financial cost of employee turnover is often significant. Employee turnover comes with a measurable financial cost, but just how much is it?

Employee Turnover Costs

The cost of employee turnover varies depending on your business, industry, and the type of income the worker received. When we calculate the cost of employee turnover, it’s important to take a variety of factors into account.

Some of the various factors include:

  • Recruiting employees
  • Hiring the right employee after selecting from a list of available candidates
  • Onboarding the employee once you’ve hired them

Without a quality candidate identification process, you also may wind up with the wrong pool of candidate employees from which to select. Not having the right candidates for one of your open positions is yet another factor that will increase the average financial cost of employee turnover.

Hourly Employees

We’ll start with hourly employees since these workers typically have the highest rate of turnover. The Center for Hospitality Research at Cornell once conducted a study that determined the average cost of employee turnover for hourly employees is about $5,000. This includes the costs associated with pre-departure, recruitment, selection, orientation and training, and productivity loss.

Salary Employees

When salaried employees leave their employers, the costs that subsequently arise aren’t trivial. Many analysts estimate the financial cost of employee turnover at an average of 6 to 9 months of that turned-over position’s salary. 

For example, if you lose an employee who earns $60,000 annually, expect it to cost between $30,000 and $45,000 to backfill their position. Lose 50 such $60,000 employees annually, and you’re looking at $1.5 million to $2.25 million in financial costs due to employee turnover, at minimum. 

Time Lost Due to Turnover

Also, keep in mind that the time lost due to employee turnover. According to a December 2017 study by the Society for Human Resource Management, it takes an average of 36 days to hire an employee.

The length of time needed to hire employees varies by industry, though. For instance, in 2017, the Chicago Booth School of Business found that it took an average of 13.4 working days to hire an employee in the construction industry. In the healthcare industry, however, it took as long as 48.3 working days to hire a suitable employee.

The longer one of your employee positions goes unfilled, the greater the financial burden can become for your business. The below examples of industries with the longest hiring processes will give you an idea of the potential costs attached to employee turnover:

  • Financial services: 46.2 working days
  • Information: 31.8 working days
  • Education: 28.9 working days
  • Wholesale and retail trade: 25.8 working days
  • Leisure and hospitality: 21.1 working days

If you’re in government at any level and you need to hire someone, expect the hiring process to take about 28.5 days, though it can take much longer in some cases. Here’s an example: 

According to a March 2019 report by the Department of Homeland Security, it takes the Transportation Security Administration (TSA) 183 days to hire a screener to staff one of its airport security checkpoints. It’s difficult to imagine any non-government business thriving if it takes more than six months to hire an employee to fill an open position.

There are tangible as well as intangible costs associated with leaving an open employee position unfilled for more than a month or for any length of time, for that matter. Other employees may need to pick up a departed employee’s work output, for one. For another, some amount of business may be lost or given up until a new employee can be hired.

Employee Turnover Cost Calculators

The beauty of data when it’s used properly by business managers and leaders, as well as human resources professionals, is that you’ll gain solid insights into just where your business is at and where it may need to go. A good employee turnover cost calculator is a tool you can use to gauge what such employee turnover, or “churn,” is costing your business. Generally, an employee turnover cost calculator allows you to:

  • Calculate employee turnover rates.
  • Determine certain costs from lost staff.
  • Build a good business plan that allows you to anticipate some amount of employee turnover.
  • Be better prepared for voluntary employee terminations.

Reduce Employee Turnover With Sprockets

People shaking handsThe truth is that if your business is composed of more than one person, you’ll have to deal with employee turnover. Luckily, Sprockets’ AI-powered solution reduces the number of candidates your company will need to screen or interview by highlighting the employees who will be the best fits based on the success profile of your current top-performing workers. 

You’ll instantly know which applicants will succeed and stay long-term, helping you avoid the financial costs of employee turnover. Contact us today to see how we can help your company reduce employee turnover!

A man and woman working in a restaurant and text reading "Franchise Hiring: The Best Tips for Building an Effective Team"

Franchise Hiring: The Best Tips for Building an Effective Team

Franchise Hiring: The Best Tips for Building an Effective Team 1016 528 Sprockets

So, you’ve finally made it. You’ve become the owner of a franchise location, and it’s time to build an effective and reliable team. This might sound easier said than done, but there are steps you can take to establish the team your business needs. If you are in the process of choosing employees, managers, and supervisors, here are some team-building tips that will prove beneficial to both you and your franchise.

Franchise Hiring 101

1. Utilize Pre-Employment Assessments

If you are struggling with franchise staffing, you should consider the power of a pre-employment assessment. These assessments help you find out more about the personality, goals, dreams, and working style of each potential employee. Everyone is unique, but you only want to hire the best of the best. You can achieve this by working with top pre-employment assessment companies, like Sprockets.

The idea of issuing an assessment to potential hires might seem daunting at first, but it is an effective way to find workers who will best support your business goals. Company culture is important as well, and an assessment can help you find out which applicants will work well together and contribute to a positive workplace environment.

2. Be an Effective Leader

There is no doubt about it; when it comes to franchise staffing, you will need to be an effective leader, even when your employees are not present. You must be able to inspire your employees and encourage them to perform at their optimal level. 

Keep in mind that imposing your will in an authoritarian manner is not necessarily the way to go when leading others. As the leader, you must be able to foster a culture of transparency and trust, and you must be honest and open with your employees about any potential problems your franchise faces.

Here are some of the skills you should have to be an effective leader:

  • Communicate clearly: Your team must understand the primary goals of your business at all times. If they do not, you must be willing to help them realize their role in the project and how it impacts the bigger picture.
  • Delegate wisely: As much as you might like to at times, you can’t do everything by yourself. You must have the ability to delegate certain tasks to others. Delegating is an important part of leadership. Also, keep in mind that some individuals are better at specific things than others — use this realization to your advantage.
  • Be approachable: You can’t be everyone’s best friend, but your franchise employees must be comfortable coming to you with questions and concerns. They should feel as if their voices will be heard and valued.
  • See the bigger picture: The ability to see the bigger picture is an integral part of being a leader. Small details matter, but you should be able to see how they combine to create a bigger idea. Keep your eye on the end goal while managing day-to-day tasks.

Any team that doesn’t have a strong and direct leader will quickly fall apart. Always be sure to lead by example and serve as the focal point of your team.

3. Define What an “Effective” Team Is

Creating a team that flawlessly executes every single task you set before them is not easy. To build a sufficient franchise team, all individuals involved must collaborate and make conscious efforts to achieve certain goals. If you want your team to be effective at all times, the following elements must be present:

  • Clear roles: Each team member must have a clear understanding of who does what. They should also understand what they are responsible for and how it impacts the entire company.
  • Excellent communication: Your team members should feel comfortable speaking their minds (in a respectful manner, of course), and everyone should feel heard. As a leader, you should feel comfortable providing guidance and correcting errors, if necessary.
  • Clearly defined objectives: Without clearly defined objectives, it will be nearly impossible to complete any task. Make sure your employees understand what is expected of them at both an individual and group level.
  • Cooperation: Although everyone should understand what is expected at an individual level, they must remember that they are part of a team. Always emphasize the importance of collaboration and group goals.

Once you decide what will make your franchise location great, you should decide what will make your team great. Only hire employees who can add their own brand of greatness.

4. Encourage Team Cohesion

Without a cohesive team, it will be hard for your business to excel. Cohesion among team members is immensely important if you intend to run a franchise location, so you must take steps to help your team members feel like they are a part of something bigger than themselves. Ideally, your team should be self-sufficient and capable of performing excellently without you having to guide them through every single step. Training such a team can take time, however. You must ensure your team members feel comfortable working with each other, even when you are not around.

There are numerous ways to help your team become more cohesive and goal-oriented. Team-building exercises can help your employees build trust and depend on each other to some degree. You should also encourage your employees to get to know each other. This is often easier said than done, but you can break the ice with after-work gatherings, casual lunches, and other fun group activities.

Finally, you should encourage your employees to collaborate with each other. If each team member is only focused on themselves, it will be difficult to reach company goals. Set collective goals and reward your team for meeting them. You can also have more experienced team members mentor less experienced members or those who are struggling.

5. Encourage an Environment of Contribution

If you really want your franchise location to grow and expand, you should try harnessing your employees’ ideas. Every person is unique, just like their perspectives and beliefs. When you take the perspectives of others seriously, you have the opportunity to add fresh ideas into the mix. Your employees might feel uncomfortable contributing new ideas at first, but by creating an atmosphere of trust and respect, you can quickly put their fears to rest. 

Encourage your employees to share more information than usual about their progress. By asking for feedback and reports, you can gauge each employee’s level of contribution as well as see how close the team is, as a whole, to meeting overall goals. Make your employees feel like their ideas and feelings matter to the franchise and their leader. 

Build the Best Team With Sprockets

A team of franchise employees with their hands togetherBuilding the right team can contribute greatly to the success of your business. Finding the right employees to staff your franchise location can seem difficult at first, but there are ways to simplify the process and ensure you assemble the best team possible. By keeping the previously mentioned tips in mind, you can build a team you can rely on and be proud of for years to come.

Plus, you can utilize the Sprockets platform to enhance your hiring process and reduce costly turnover. Our sophisticated, AI-powered solution combines psychology and technology to find the ideal employees to suit your needs. Our Applicant Matching System automatically analyzes the mental makeup of applicants to determine who will — and won’t — be a good fit for your team within minutes. It’s not magic — it’s logic. 

Schedule a brief demo today and start hiring the ideal applicants!

Two smiling women and text reading "10 tips for Creating a Positive Company Culture"

10 Tips for Creating a Positive Company Culture

10 Tips for Creating a Positive Company Culture 1016 528 Sprockets

Franchise company culture plays a large role in a company’s success. A positive company culture will encourage employees to work harder and stay with your company longer. Employees will also look for ways to help the business become more efficient and more profitable. When your people are happy, they pass the savings onto you. Here are some tips on how to create a positive company culture.

Here’s How to Create a Positive Company Culture

1. Prioritize Health

The world has recently come out of a pandemic, and health is more important to employees than ever. If you want to create a positive company culture, you need to make employees feel safe and healthy. Do this by providing adequate health insurance for full-time employees. People should get their insurance within 3 to 6 months after their start date. You should also encourage employees to work from home when they aren’t feeling well. Finally, you should make sure employees have plenty of physical space between each other. You can also install hand sanitizer stations and reminders on how to stay healthy. Healthy employees show up to work more and work harder. 

2. Use Standardized Metrics to Measure Performance 

Employees need to feel that there are fair metrics in place to judge their progress at work. You can gauge things based on productivity, sales, or a number of other metrics. Make them clear to everyone. You should also make it clear how you calculate the metrics so that employees understand what they need to do to help you gather accurate data. This helps you learn what your employees are doing every day and how much they can accomplish. You can use the data to adjust the metrics as you see fit. 

3. Get to Know Employees 

You need to make a point to get to know your employees on a personal basis. You can do this with casual meetings in both a group and one-on-one setting. You can have other meetings to talk about performance. These meetings should involve learning what motivates your employees and their thoughts about working for you. If meetings aren’t your style, make an effort to get out into the workspace to answer questions and help when the real work is going on. You will be able to show your expertise while getting to watch your employees in action. 

4. Request Feedback 

Running a company can mean that you focus on the big-picture ideas as opposed to the day-to-day operations of your organization. You may not be able to properly see the things that could use improvement. Who better to suggest improvements than the people who work there every day? Provide an anonymous suggestion box or anonymous surveys to allow people to express their thoughts. You can also establish an open-door policy that gives people the chance to voice any concerns to you in person when a certain problem comes up. 

5. Encourage Diversity 

People have struggled and worked for years to become equal to other people simply due to their skin tone, country of origin, gender, sexuality, or age. As the leader of your organization, you need to go out of your way to create an environment of inclusion. Start by hiring a professional who can consult on ways to increase inclusion in your business. If you do notice any form of discrimination, it needs to be taken seriously. Investigate all complaints immediately. Establish clear consequences for anyone who hinders your efforts of diversity and harmony. 

6. Recognize Hard Work

Many employees don’t feel adequately appreciated in their current position. When you see an employee doing a good job, you should make a point to celebrate their efforts. Acknowledge them in a public way. You can also give them some sort of monetary reward for going above and beyond. Hopefully, other employees will be encouraged to work hard, too. 

7. Create Clear Core Values 

When you clarify what your company stands for, these values can guide you in the right direction during your daily dilemmas. Make sure that all employees in your company know your core values, too. The idea is to get them to go through the workday with those same values instilled in them. Write your core values down, go over them during orientation, and reiterate them once or twice a year while also placing reminders around the workspace, whether it’s an office or a restaurant.

8. Promote From Within

Many employees don’t appreciate being at a job for years only to watch someone else come in at a higher position who doesn’t know the ins and outs of the company. You should only hire people that you can see promoting down the line at some point. Instead of hiring C-level employees, you can promote within and hire entry-level employees to train. Always keep your eyes open for who is truly making an effort at the company.

9. Set Standards 

You want your employees to like you, but you also want your employees to behave in an appropriate manner. Establish standards and hold people to them. If you let employees get away with anything, they will do just about anything. Some common expectations include regular attendance, proper customer service, and appropriate behavior in the office. Establish consequences when an employee does not meet your expectations, and stick to them. 

10. Have Fun

Just because you are at work does not mean you can’t have any fun. It’s okay to joke around with employees and let employees joke and laugh and have fun. Encourage social outings after work and allow people to be silly. For some workplace culture examples, you can even provide games in the break room or ice-cream socials once a month. These little extras can make an employee want to stay. 

Hire Applicants Who Will Contribute to a Positive Environment

Two men shaking hands at a restaurantOne of the best ways to create and maintain a positive company culture is to hire people who will help make it happen. Luckily, Sprockets empowers you to do precisely that. Our sophisticated solution to hiring combines natural language with artificial intelligence and over 80 years of psychological research to predict which applicants will succeed at your company and mesh well with your team. It’s not magic — it’s logic.

Schedule a demo today to see how the Sprockets solution works!

A woman on a laptop and text reading "Everything You Need to Know About Vetting New Hire Remotely"

Everything You Need to Know About Vetting New Hires Remotely

Everything You Need to Know About Vetting New Hires Remotely 1016 528 Sprockets

The COVID-19 pandemic has not only led to a rapid shift in remote work, but it has also changed the vetting and hiring of new employees. In fact, according to an HR survey by Gartner, 86% of companies are hiring and conducting interviews virtually. With unemployment rates increasing, it’s becoming a mammoth challenge for HR teams to find top talent from the large numbers of applicants without meeting them for the first interview. However, planning properly and leveraging the right resources can help your HR team successfully execute and expedite the remote-hiring process.

We’re going to take you through the entire process of vetting and hiring new employees remotely to ensure good hiring decisions and set your company up for success.

1. Define Your Ideal Candidate Persona

Employing someone based purely on your gut instinct can be a gamble. Not knowing what you’re looking for in a candidate could result in making a bad hiring decision, which might be costly for your company. As such, the first thing you should do before you put out a job posting is to determine what you’re looking for in a candidate. You should identify the traits and skills that are absolutely necessary (and those skills that are nice to have, but you can teach a candidate once they’re hired if they don’t have them). Establishing what you’re looking for in a candidate at the start of the process will not only save you plenty of time and money, but it will also help narrow down your search to the top candidates for the role.

2. Develop a Clear and Accurate Job Description

Next, you need to curate a stellar job description that’s detailed and clearly lays out what you’re looking for. Be clear about the open position’s requirements, including the desired skills and experience, working environment, responsibilities, and overall conditions. Doing this will help potential candidates know what exactly the job entails and what you’re looking for in a candidate, which will let them decide whether they’re a perfect match for the open position before applying.

3. Automate the Screening Process

Rather than reviewing hundreds of resumes manually, which can be laborious and time-intensive, you can utilize an automated screening tool to help sort the candidates based on their qualifications. This helps streamline and expedite the hiring process by categorizing the applicants based on how qualified they are for the position and team.

4. Conduct Pre-Employee Assessment Tests

After you’ve screened candidates, send them a pre-employment assessment test to see whether they’ll succeed in the role and fit in with the team before inviting them for the interview. This helps save both the candidate and your HR team valuable time if they lack the skills and personality you’re seeking.

5. Outline the Interview

Maintain a pre-planned structure for your interview by determining the topics you plan to discuss and the kind of questions you’d like to ask. From the pre-employment assessment test, you’ll have an adequate understanding of an applicants’ background and skillset. This allows you to focus the interview on getting to know them more personally and determining if they’d be a good fit with the rest of the team. You should come up with a detailed list of essential questions for the interviews you’re planning to conduct. Ensure your questions can help derive insight into the candidates and evaluate their ability to carry out the role as required.

6. Utilize Remote Meeting Tools for Your Virtual Interview

Proper preparation is crucial to ensuring the interview process goes smoothly. First, you need to decide what virtual meeting platform you’ll use for the interview. You also need to ensure clear communication of the meeting details, including who will make the call, date, and meeting time. Apart from using remote meeting tools to conduct interviews, you can utilize on-demand interviews (have pre-determined questions that applicants can record their responses and send them in). Make sure to evaluate the applications and interview recordings as a team to ensure compatibility.

7. Complete HR Paperwork Virtually

After you’ve found the right candidate for the role, make an offer and finalize the hiring process via tools like DocuSign, applicants will be able to sign the offer document electronically and send it back to your HR team.

Take Your Virtual Recruiting To the Next Level

A woman showing a laptop screen of the Sprockets hiring platformWould you like to find out how Sprockets can take your talent acquisition to the next level and reduce your employee turnover and dependency on sourcing new candidates?

Request a demo today or contact us for more information or for help with any questions you might have. We look forward to helping you build the best team possible for your business!

Two people in an interview at a restaurant and text reading "Why Applicants With No Experience Can Be Quality Hires"

Why Applicants With No Industry Experience Can Be Quality Hires

Why Applicants With No Industry Experience Can Be Quality Hires 1016 528 Sprockets

While it is understandable that one would prefer to work with an employee who already understands industry jargon, is familiar with the proper tools, and has a grasp on what the job entails, these hiring criteria might only benefit you in the more senior positions. However, when trying to fill hourly or even entry-level positions, hiring candidates with no industry experience might lead to a better quality hire in the long run. 

When faced with a mountain of resumes, it makes sense to focus on candidates with a proven record in the industry. However, multiple reports, such as this one by Glassdoor, say that this might not always be the case. You might actually end up missing out on the ideal applicants. Below, we discuss five important reasons why you should pick potential over experience:

5 Reasons to Hire Applicants With No Industry Experience

1. They Are Adaptable: Newbies are moldable, unlike someone who has done the same tasks and solved the same issues in a different organization. An experienced person will not question or examine strategies, status quos, or processes with fresh eyes. They tend to be cookie-cutters who follow the same standard procedure that they’ve always used.

Currently, all industries are facing uncertainty. There has never been a time when organizations needed change or coping skills as much as they do now. Unfortunately, an employee who has spent a significant amount of time fixated on the same role, facing similar challenges and using the same thought process to come to solutions, will need intense training to re-imagine or rethink a task. Choosing to bring new and unexplored talent — people who have yet to develop habits and routine practices — will present you with employees who respond positively to changes, adapt seamlessly to new company culture, and seek new solutions and opportunities.

2. They Bring Fresh Talent and Perspectives: While experience is valuable, companies are now more focused on diversifying their culture and hiring employees with a wide range of skills. Culture is ever-changing, and the younger generation is at the forefront of it. Hiring fresh talent will introduce new ideas and perspectives that align with the current market trends and expectations. People who’ve done the same or similar jobs over and over tend to fall into a mental rut. Similarly, your interviews will be more enlightening and exciting. Not only will you grow in the process of hiring newcomers in your industry, but you might land the brilliant, energetic employee you always wished for.

3. They Are Passionate: When you’re accustomed to the same routine and job, your curiosity tends to dip. Taking a chance on someone without experience and training them can help motivate them to remain passionate and loyal to your organization. New employees without experience are usually eager to learn and impress if only to affirm your decision in hiring them. Experienced employees will probably tell you how they will accomplish the job in the same guaranteed approach, without expressing interest in learning what makes your company unique. Candidates who have been in the industry for years sometimes tend to be the least creative, especially if you’re looking for someone who can rethink and improve upon an idea or a function.

On the other hand, an entirely new candidate in your industry has innate curiosity, positivity, and passion. Along with the feeling of accomplishment, these traits will rub off on other employees, which might end up positively impacting your organization’s productivity.

4. They’re the Future: Bringing in a new candidate with no prior experience, while challenging, can help foster innovative ideas. You get the opportunity to train them to fill the role the way you want it to be. Additionally, watching your new hire transform right before your eyes into a full-fledged professional is both rewarding and inspiring.

5. They Bring Diversity: Diversity and inclusion are vital in any organization. A diverse workplace yields higher revenue growth as well as increased employee retention. A diverse team improves morale and allows for exchanging ideas from different demographics, leading to out-of-the-box solutions.

Find the Right Applicant With the Right Recruitment Solution

A woman on a laptop hiring applicants with no industry experienceHiring young talent is not only refreshing to your organization, but it’s also an opportunity for growth and better ideas. You will develop a positive company culture of inclusion, challenge your thinking, and open pathways to innovative ideas, which might be the best thing you ever do.

This hiring process can be difficult, but not with Sprockets. To ensure you hire the right candidate, Sprockets offers personality tests for the interview process to ensure you find the right candidate. Our sophisticated solution combines technology and psychology to find applicants with a similar mental makeup as your current top-performing employees, ultimately reducing costly turnover. Schedule a brief demo today to see it in action!