Hiring Practices

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

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

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

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

What Is Mobile Recruitment?

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

Why You Need a Mobile Recruitment Strategy

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

Mobile Recruitment Statistics

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

Mobile Recruitment Trends

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

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

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

Benefits of a Mobile-Friendly Hiring Experience

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

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

Mobile Recruitment Strategies to Implement in the Hourly Workforce

1. Optimize Your Careers Page

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

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

2. Use Mobile-Friendly Job Applications

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

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

3. Don’t Require Resumes or Cover Letters

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

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

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

4. Attract Candidates via Social Media

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

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

5. Use Mobile-Friendly Pre-Screening Software

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

6. Allow Job Seekers to Apply via Text Message

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

7. Conduct Virtual Interviews

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

Additional Resources for Hiring Hourly Employees

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

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

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

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

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

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

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

The Essential Guide to Attracting Hourly Workers

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

Guide to employee turnover
The Ultimate Guide to Employee Turnover

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

How to Craft Job Postings That Boost Applicant Flow

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

How Personality Assessments Empower You to Hire Ideal Caregivers

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

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Interviewer and applicant talk during an interview

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

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

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

Benefits of Hiring Faster and Making the Process Simpler

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

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

Steps in the Hiring Process to Optimize

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

Streamline the Hiring Process: Tips to Simplify and Accelerate

1. Assess Your Recruiting Strategies

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

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

2. Optimize Your Job Listings

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

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

3. Make the Process Mobile-Friendly 

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

4. Communicate Often, Communicate Quickly

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

5. Pre-Screen Candidates

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

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

6. Be Intentional With Interview Questions

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

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

Streamline Your Hiring Process with Sprockets

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

The Sprockets team

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

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

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

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

Jessica Tighe, VP of Customer Success

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

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

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

2. What drew you to Sprockets? 

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

3. How will your role help our company grow? 

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

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

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

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

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

Stacey Boswell, VP of Finance

“I will provide clarity and integrity to numbers.”

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

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

2. What drew you to Sprockets? 

Definitely the culture and ability to help build something great!

3. How will your role help our company grow? 

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

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

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

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

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

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

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

Joe Gattuso, VP of Enterprise Sales

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

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

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

2. What drew you to Sprockets? 

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

3. How will your role help our company grow? 

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

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

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

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

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

Deanne Watt, Senior Product Manager

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

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

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

2. What drew you to Sprockets? 

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

3. How will your role help our company grow? 

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

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

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

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

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

Jenny Mott, Organic Growth Manager

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

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

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

2. What drew you to Sprockets? 

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

3. How will your role help our company grow?

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

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

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

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

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

Join Our Mission

We believe everyone, regardless of gender, age, ethnicity, sexuality, and background, deserves a fair, unbiased shot when they apply for a job. Our solution uses artificial intelligence, natural language processing, and over 80 years of psychological research to identify which applicants will succeed and stay long-term like a business’s current top performers. If you share these same values, we want to hear from you!

Top performing restaurant employee
Happy c-store owner in front of her business

4 Reasons Why You Don’t Need Convenience Store Recruiters

4 Reasons Why You Don’t Need Convenience Store Recruiters 1016 528 Sprockets

It may be tempting to utilize convenience store recruiters and hire anyone that applies, especially when you have a shallow applicant pool. While that may seem like the best solution, that tactic will only propel you further into an endless cycle of costly employee turnover. See, you don’t need more applicants — you just need the right ones. 

Save your money and reduce your reliance on applicant flow. We’ll discuss how you can grab job seekers’ attention before your competitors, identify whether or not they are a good fit, and retain your high-quality hires long-term. 

The True Cost of Hiring the Wrong Employee

At a whopping 150%, c-store employee turnover is the highest it’s been since 2012! If you want to build reliable teams who will foster a happy, productive environment, then it’s crucial to hire the right people from the start. Quality over quantity is key since one poor hire can cost your c-store more than $5,000, according to Cornell’s Center for Hospitality Research. Luckily, this expense is easily avoidable if you know how to leverage the resources already at your disposal. 

Say Goodbye to Convenience Store Recruiters and Start…

1. Optimizing Job Postings

How can you make your job opening stand out amongst millions? Put yourself in your applicants’ shoes. Be specific, clear, and concise. Postings with 300 words or less get more applicants, according to LinkedIn. An effective job posting includes an accurate title, required skills, qualifications, company’s culture, mission, core values, and salary details. In fact, 67% of job seekers are more likely to apply for a position when a salary is included. Remember, the quality of your job posting will attract similar quality applicants.

Tip: Get hours back in your day by posting to multiple job boards at once with Sprockets!

2. Hiring for Coachability 

Sometimes, the best hires are the ones who don’t have direct industry experience. You can easily train someone to operate a cash register or prepare food, but you cannot teach them soft skills like coachability. Ask specific questions during the interview process to gauge an applicant’s soft skills. For example, you might ask “Explain a time when you failed to meet expectations. How did you persevere?” to understand how they receive feedback. It’s better to hire for attitude and train for skills. 

3. Maintaining Employee Engagement

C-stores with engaged employees are 22% more profitable than those with unengaged associates. Despite this not-so-shocking fact, 66% of workers aren’t fully engaged at their workplace, leading to a reduction in productivity and employee retention. Ensure your c-store associates feel appreciated (and engaged!) by conducting team-building exercises. Simple games like two truths and a lie instills trust and camaraderie amongst your associates. Plus, having a friend at work is proven to increase employee engagement. 

4. Predicting Applicant Success 

Top brands trust Sprockets’ solution to help them hire and retain the best applicants every time. The platform is proven to boost employee retention by an average of 43%. There’s no need for c-store recruiters because our simple one through ten scoring system (ten being the perfect fit) makes it easy to see who will succeed and stay long-term. Sprockets’ users even spend 37% less time on the hiring process, empowering them to focus on daily operations.

“I’m able to be selective instead of just taking anybody that applies.”

– Sprockets Customer

A woman thinking and text reading "What Does the Future of Hiring Look Like?"

What Does the Future of Hiring Look Like?

What Does the Future of Hiring Look Like? 1016 528 Sprockets

If there’s one key takeaway from the labor crisis, it’s that the traditional hiring process has fundamentally failed businesses, leading to massive layoffs and closures. Both employers and employees have suffered because people are still relying on an outdated, ineffective process. Change isn’t always easy, but there must be a dramatic shift in how we hire applicants. The current system is unsustainable, and progress is necessary if business owners want to survive the labor shortage and prepare for any other potential challenges. So, what does the future of the hiring process look like? Let’s discuss where it’s been and what is likely to change in the years to come.

Of course, you don’t need to wait years for a solution to your hiring issues. Sprockets is proven to drive results for top brands, speeding up the hiring process and improving 90-day employee retention by an average of 43%!

Get Ready for the Future of Hiring

The Past

Did you know that the traditional hiring process likely dates back to the 1400s? Sources suggest that Leonardo DaVinci created the first resume in 1482 to earn patronage from the Duke of Milan. It’s an outdated practice to judge applicants based on resumes (and who really wants to spend the time reading all those resumes, anyway?) 

Once resumes became a standard institution of the recruitment process, it turned into a requirement for job seekers to try and fit all of their qualifications on a single piece of paper, and recruiters were tasked with trying to assess an entire human being based on a short list of skills.

The Present

While resumes remain a staple of many businesses’ hiring procedures, modern technology has made it easier to learn more about candidates. Tools such as applicant tracking systems, pre-employment assessments, video interview platforms, and even social media websites like LinkedIn have drastically improved the process. 

However, even with these advancements, companies all over the world still struggle to hire and retain high-quality employees. Some are trying creative recruitment methods, such as implementing employee referral programs and re-engagement campaigns for previous applicants. 

Many businesses are also turning to AI-powered solutions like Sprockets’ hiring platform to save time and reduce costly employee turnover. While there are numerous articles circulating about artificial intelligence in the hiring process, it’s important to debunk a few myths. 

First, AI is not here to replace human labor. A McKinsey report found that just 5% of jobs are fully automatable, and people will always play an important role in the workplace. AI-powered solutions just empower employees to be more productive by eliminating tedious tasks and providing deeper insights to make more informed hiring decisions.

According to Human Resource Executive contributor Matthew Spencer, “AI can become a secret weapon for hiring professionals in avoiding the obligatory, monotonous tasks they’ve always resented while enabling hiring teams to unearth things about their candidate pools that would otherwise remain unseen…Ultimately, AI is never going to replace HR professionals, but it can make them more strategic and indispensable contributors.”

It’s also important to note that while there are concerns over other hiring solutions adding to the bias they claim to eliminate, the Sprockets platform is scientifically validated to remove bias from the hiring process. It can help with your DEI initiatives while improving employee retention since the platform doesn’t require you to look at a resume, conduct an interview, or even see a candidate’s name. Sprockets will just evaluate applicants using AI and natural language processing, and then it can alert you when an ideal hire has been found!

The Future

If the current hiring trends continue, it’s safe to say that technology will play an increasingly critical role in the process. Some level of human oversight will likely always be required, but hiring could become much more automated in the near future. The best thing for businesses to do is to keep up with these tech trends so they don’t fall behind competitors. After all, technology has already proven to make people more productive, and the new generation of workers (Generation Z) is more tech-savvy than ever. You’ll want to ensure a positive candidate experience just as much as you’ll want to make your own life easier. Job seekers don’t want to fill out tedious paperwork and wait weeks for an answer — those days are gone, and expectations have changed for the foreseeable future of the hiring process.

The Modern Staffing Solution for the Hourly Workforce

Start stabilizing your staffing levels today by hiring with the Sprockets platform! Sprockets’ hiring solution reduces employee turnover by identifying the highest quality candidates instantly based on shared personality traits with your top performers. With accuracy and efficiency, we’re empowering owners and operators to stabilize staffing levels across their locations. It’s the future of hiring — accessible today.

43% boost in 90-day employee retention
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6 Creative Recruiting Ideas to Get More Applicants — No Job Boards Required

6 Creative Recruiting Ideas to Get More Applicants — No Job Boards Required 1016 528 Sprockets

With a near record-breaking number of current job openings sitting at 11.5 million, employers across the country are still struggling to recruit the right applicants. Posting to job boards can be time-consuming and ineffective at targeting the type of hire you need. It’s time to get creative with your recruiting ideas. Learn how to leverage social media for recruitment, utilize your current resources, and more to build strong, successful teams. 

6 Creative Ways to Recruit Employees 

1. Social Media Recruiting

If you’re wondering how to leverage social media for recruitmentdon’t worry — it’s easier than you think! First, it’s important to recognize that Gen Z is expected to be the largest generation by 2023, consisting of 74 million people. If you want to attract these individuals to your business, you need to cater to their interests. So, where does this tech-savvy generation go to get their information? Social media. 

You’re probably already posting job openings on LinkedIn, but have you thought about Facebook, Twitter, Instagram, or even TikTok? With over one billion users just in the United States, 60% of TikTokers are Gen Zers. In fact, top brands like Chipotle and Target have even started TikTok hiring, a recruitment method where applicants can create a video instead of submitting a resume. This gives job seekers a chance to highlight why they’d be a good fit while showcasing their personalities. Social media recruitment is free and easy, so why not give it a try?

Suggested Reading: 

The Essential Guide to Attracting Hourly Workers

2. Conduct Walk-In Interviews

Your next hire could be the customer that just ordered a cheeseburger and fries — you never know! This creative recruiting idea can involve as much or as little effort as you’d like. And, walk-in interviews are great ways to gauge your applicants’ verbal communication skills which you are unable to see on a resume or cover letter. All you need to do is set up an informational table with current job openings and have an employee (or yourself) greet people as they walk through the door. Be prepared to conduct a few interviews to find your next top performer. 

3. Promote Current Employees

Not only is promoting internal hires a creative way to retain employees, but it shows your team you value (and reward) their hard work. Remember, employees don’t just want jobs — they want careers. Promoting your internal hires can lead to an increase in employee morale and even retention. There’s less risk, too, since you already know what their work ethic is like. Internal hires also have a shorter ramp-up time than external ones since they are familiar with your company. A study by Wharton even found that external hires underperform compared to internal ones in the first two years! 

4. Implement Employee Referral Programs

If you’re looking for a creative way to recruit employees while cutting hiring costs, we’d highly suggest implementing an employee referral program. It takes less time and costs less than the traditional hiring process! Current employees can refer someone who they think would be a perfect fit — bonus points if you reward employees who refer someone who stays longer than 90 days. 

A recent study found that employees hired with a referral program stayed longer than external hires. In fact, 56% of employee referrals stayed at their current role for five or more years. This can partially be attributed to the fact that referred employees already know at least one person in the company.

5. Establish Re-Engagement Campaigns

Life happens, and sometimes all people need is a nudge in the right direction. Consider reconnecting with past applicants to fill your open positions. Although some individuals may have already found another opportunity, there are plenty of job seekers still searching. If you hire with Sprockets, the platform will even send applicants your current job openings so that they can fill out the application right on their phones. (It’s that easy!)

6. Predict Applicant Success With Sprockets

This innovative hiring solution is both the answer to your recruitment challenges and a creative way to retain employees. Our simple red-yellow-green scoring system instantly reveals which potential hires will succeed and stay long-term like your current top-performing employees. Trusted by top brands like Taco Bell and Chick-fil-A, Sprockets is proven to help businesses hire 37% faster — that’s three hours you’d get back in your workday! — so owners and operators can focus on daily operations.

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
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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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