Hiring Practices

A man on a laptop in a restaurant with text reading "How to Measure the Quality of Potential Employees"

How to Measure the Quality of Potential Employees

How to Measure the Quality of Potential Employees 1016 528 Sprockets

Hiring new employees is a time-consuming and expensive task for any employer. Nothing is more frustrating than when new hires leave after just a few months on the job. All the effort and resources that went into hiring, training, and onboarding the employee have now gone to waste. 

This problem has raised the awareness among recruiters and HR departments about the quality of hire. A concept that has gained traction in the last decade, 39 percent of talent scouts consider the quality of hire to be the most critical performance metric. Let’s dig a little deeper to learn how it can help your employment practices.

What Does Quality of Hire Mean?

Put simply, quality of hire metrics measure the value that an employee brings to the company. With new hires, the goal is to assess the employee’s potential contribution over the long term. It attempts to answer key questions, such as will new employees bring value to the work? Will they be compatible with the company values? Will they work well with other team members and fit the company culture?

Perhaps the biggest question of all is what does quality of hire mean? This is open-ended. It can mean different things to different companies. Each company has unique needs and, therefore, will have its variables in the quality equation. Some of the common indicators include the following:

  • Employee Retainment: The longer an employee stays, the more value they’ll bring to the table. 
  • Employee Task Performance: Performance reviews play a key role in assessing an employee’s contributions.
  • Employee Accomplishment: Do employees achieve their goals and tasks on time?
  • Employee Time to Value: The amount of time it takes for an employee to be fully onboarded and trained is an early sign of potential value.
  • Customer Satisfaction: Do they go above and beyond for the consumer and add value to your customer satisfaction?

Sprockets has developed an innovative method to determine which quality indicators are suitable for your company. Choose your top employees and administer a personality assessment test. With the results, Sprockets generates a Mental Makeup Analysis report. The MMA report identifies the top five qualities of your best employees, providing you with a quality template for future hires.

Why Is Quality of Hire Important?

The process of determining quality of hire metrics may seem time-consuming and irrelevant. However, the real delay in the hiring process is constantly posting the same position on job boards because you can’t find a good fit. In addition to improving your employee retention rate, a quality hire can provide the following for your workplace:

  • Strengthen and enhance company culture
  • Improve strategic hiring decisions
  • Get quantifiable outcomes of your recruitment technology
  • Gain insights into the candidate experience
  • Increase competitiveness in attracting talent to your company

Quality of hire benefits the long-term growth of a company. A workplace full of long-term employees committed to and invested in the company’s future raises job satisfaction and stimulates and fosters creative, synergistic growth.

How Do You Measure Quality of Hire?

While each business can develop its own method for measuring quality of hire, a recommended formula has gained traction. Hire by Google recommends adding your key indicators together, using the indicators from your MMA report, divide by the number of indicators, and then multiplying by 100. For example, add the scores for employee task performance, employee accomplishment, and customer satisfaction together, divide by three, then multiply by 100 to get the quality of hire percentage. 

But how can you compare this percentage to your job candidates? This is where artificial intelligence comes in handy. Sprockets has developed a powerful software tool that matches the applicant pool to your benchmarks. With the information you gained from the MMA report, you can utilize the matching software to find candidates with similar industry knowledge, skill set, work ethic, etc.

With the aid of these tools, measuring the quality of hire becomes a scientific process that gives you measurable results. Defining quality is always a subjective endeavor, but the MMA report and matching software from Sprockets provide the standard of uniformity needed for reliable results.

Start Improving Your Quality of Hire Today

Someone on a laptop screening high quality candidatesWhen starting to measure the quality of potential employees, it’s important to talk to the stakeholders. Open conversations with long-term valued employees about retention, the company culture, and other topics that influence new hires. Let them know that you value their input and honesty to help you build a complete picture of the business. 

Recruitment platforms like Sprockets can help you find quality hires. Sprockets uses AI-powered applicant matching solutions to help find the best personnel for your company. 

Schedule a demo today and learn how Sprockets can be integrated into your recruitment process to find quality hires.

A woman thinking with text reading "Are Reference Checks Still Relevant?"

Are Reference Checks Still Relevant?

Are Reference Checks Still Relevant? 1016 528 Sprockets

Although some companies believe reference checks are outdated, many still rely on them to make the right hire. Recent research by the Society for Human Resource Management (SHRM) survey reveals 87 percent of employers conduct reference checks during pre-employment screening. This piece provides information on how to conduct reference checks to get the most out of them.

What Is a Reference Check?

Reference checks have been part of the recruitment process for a long time. Checking references involves contacting employers, managers, supervisors, educational institutions, and many more to verify meaningful employment and educational information about a potential hire. Background checks provide a means for companies and recruiters to learn more about a candidate’s background, experiences, and skills.

Do Companies Still Use Reference Checks?

Most companies still use reference checks in their hiring processes. Reference checks offer crucial final validation or warnings about a possible hire. They also provide an excellent opportunity for recruiting teams to get valuable insights into a candidate’s strengths and limitations to best support them once they are onboarded.

Ideally, a reference check gives you a chance to learn more about a candidate outside their qualification and experience. You gain information about their unique work style from an experienced supervisor who evaluated their strength and weakness while the candidate was on the job.

If Reference Checks Are Out of Date, How Do I Tell if I Am Making a Good Hire?

Use the following variables to get the most out of your reference checks:

See If They Are a Good Cultural Fit

When engaging their previous supervisor, frame a few questions to help you gauge whether the candidate is a good fit for your organization. Start with the specifics, including employment dates, job title, and responsibilities. Compare the answers with the data in the candidate’s resume. Hint to the supervisor about the position you are considering the candidate for and ask for their opinion. Dig deeper and find out about the candidate’s work habits and personality. Ask about their motivation levels and whether they prefer working as part of a bigger team or working alone. Some of the questions to ask at this stage include:

  • Did the candidate ever supervise another employee?
  • Were they ever promoted? 
  • How did they handle conflict?
  • What was the candidate’s record for lateness or missed deadlines? 
  • Would the supervisor hire the candidate again, given the opportunity?

Gauge If They Are A Personality Fit

Each employee possesses a unique working style. By knowing a potential employee’s personality, you will lay down ideal strategies to manage them. During your background checks, use behavioral interview questions to determine the patterns in behavior and thought processes of employees when presented with various workplace situations. Find out how the candidates have dealt with given situations and the lessons they learned from them. 

  • Tell me an instance when candidate X was faced with a difficult situation and how they solved it.
  • Give me an example where candidate X showed leadership and provided guidance for the team to achieve a goal despite challenges.
  • How does candidate X handle varying opinions from co-workers?

Do They Have a Performance Fit?

Find out about the candidate’s specific performance and the primary motivators that keep them engaged and high performing. Each employee responds to incentives differently, and knowing the ways to keep your potential hire well-motivated ahead of onboarding can help maximize their potential. Besides, having such insights at the interview stage helps you understand whether you can realistically keep the potential employees engaged and motivated.

What If I Need to Perform a Reference Check?

Some of the best practices to integrate into the process include:

  • Doing the Reference Checks Yourself: Doing the checks yourself ensures you are getting the right information. If you must use a recruiter, ensure you are developing the questions for the third-party verification and HR personnel.
  • Ask the Right Questions: Create a shortlist of questions that help reveal the candidate’s experiences, behaviors, and competencies. Ensure you are crafting open-ended but probing questions.
  • Avoid Personal References: Avoid family, friends, and peer references. In most cases, such references may not be able to speak definitively and objectively. Ideal references include the candidates’ supervisors or even a customer.

What Questions Should I Ask When Checking a Candidate’s References?

Some of the top questions to ask a supervisor when checking a candidates’ reference include:

  • What are the candidate’s specific strengths and weaknesses?
  • What was one of the candidate’s best accomplishments while working with you?
  • How can you describe the candidate’s reliability and dependability?
  • What skills would you recommend for the candidate to develop and reach their full potential?
  • What type of work environment do you think the candidate would most likely thrive in and why?
  • Why did the candidate leave your company?
  • Is there anyone else you’d recommend I speak to?
  • Would you rehire the candidate if given a chance?
  • Would you recommend this candidate?

Consistently Hire the Right Applicants With Sprockets

A woman on her laptop and phone conducting a reference checkSprockets combines technology and psychology to solve most problems that hiring managers typically face. The AI-powered platform is designed to help stop the cycle and expense of constant turnover, evaluate applications quickly and definitively, and prevent bias and gain overall diversity. Contact us today to learn more about our hiring solution and how to leverage it during your screening and hiring processes.

Two women shaking hands with text reading "5 of the Best Practices for Hiring Hourly Employees"

5 of the Best Practices for Hiring Hourly Employees

5 of the Best Practices for Hiring Hourly Employees 1016 528 Sprockets

Did you know that there are at least 82.3 million hourly employees in the U.S. alone, accounting for 58% of the labor pool? Hourly workers play an essential yet undervalued role across many sectors, most notably hospitality, home health care, retail, warehousing, and fast-food services. And despite the soaring unemployment rates, many hiring managers can agree that sourcing reliable, hardworking hourly employees is not easy.

In a broad sense, hiring practices might seem deceivingly similar regardless of the jobs in question – recruiters identify the hiring needs, write job descriptions, advertise positions, screen the applicants, and hopefully hire the best candidates. However, the strategies used to recruit, screen, and hire hourly workers are different from those used to hire full-time salaried employees.

Hourly jobs draw a unique pool of candidates from a specific age demographic with different levels of professional experience and qualifications than most full-time positions. As such, recruiters must design flexible hiring policies and implement the following best practices when hiring hourly employees.

 

1. Develop a Sustainable Sourcing Strategy

While many employers might find hourly workers via local newspaper adverts or word-of-mouth recommendations, it pays to study what the top competitors in the industry are doing. Do they source their hourly employees from online job sites and job forums? What are their success rates with these methods?

As mentioned before, the hiring practices used for recruiting full-time salaried workers may not be as effective when finding hourly employees. Given that less than 20% of hourly employees work outside 5-mile radiuses of their homes, and most hourly employees are 16-24 years old, recruiters should reflect this in their sourcing strategies.

One way to develop an optimal strategy for hiring hourly employees is to consider where potential candidates are more likely to view and interact with job adverts. Combining this consideration with a digital recruitment software that employs geolocation tools to identify where prospective candidates reside can help businesses recruit local hourly staff only.

But perhaps even more important is to maintain accurate records of where the best-performing workers came from. This information can significantly cut unnecessary delays in the hiring process during future recruitment drives.

2. Use a Simple Application Process

Simplicity is key when hiring hourly employees. Many people looking for hourly jobs never intend to pursue them as lifetime careers. As such, most candidates may not be willing to jump over multiple hurdles when applying for hourly jobs.

Ideally, recruiters should ask prospective candidates to submit their resumes along with summaries of how they meet the job’s requirements. Remember, the more complicated an application is, the less likely potential candidates will even bother to apply. A recent study by Glassdoor reveals that reducing the time it takes to complete a job application by 10% may result in a 2.3% and 1.5% rise in mobile and desktop applicants, respectively.

Besides simplifying the application process, recruiters should make their online applications as mobile-friendly as possible. Estimates suggest that as much as 58% of the current workforce uses mobile devices to apply for positions. Inhibiting the public’s ability to apply for jobs on the go will only result in less interested candidates.

The less exhausting candidates find a job application process, the easier it is to attract hourly employees. Our AI-powered platform includes a Virtual Recruiter that sources and communicates with both mobile and desktop candidates to ensure applicants from different walks of life are considered.

3. Digitize the Hiring Process for Maximum Efficiency

One of the biggest mistakes a hiring manager can make is to assume that candidates will stay patient while they sift through hundreds of applications. On average, hourly employees send out eight applications before landing a job. Most candidates send out multiple applications simultaneously, making them more likely to consider the company that offers them a position the fastest.

According to a survey by the Workforce Institute, 37% of hourly employees consider the quickness of landing a role as the most important factor when applying for hourly jobs. The hourly pay and proximity to their homes come close at 33% and 17%, respectively.

Since speed is of the essence, implementing digital hiring tools should be a topmost priority. Our application matching software and Virtual Recruiter use AI to handle the bulk of the hiring process so recruiters can focus more on higher-value tasks. Among other benefits, our software suite can:

  • Attract More Applicants: Our Virtual Recruiter makes it easy to post positions on the biggest job marketplaces, including Indeed and Snagajob, while staying in touch with past applicants to rekindle their interest in specific hourly jobs.
  • Minimize Applicant Response Time: Hourly employees typically respond to potential employers on a first-come-first-served basis. Slow response times create room for applicants to find other employers or lose interest in a specific job. Our Virtual Recruiter minimizes applicant response time by notifying each user when it finds prospective candidates who would be a suitable match for them.
  • Higher Employee Retention Rates: Unlike other application matching software, Sprockets assesses a company’s current top performers to develop a “Success Profile” based on their shared characteristics. This “Success Profile” is used as a benchmark during subsequent recruitment drives to hire the best applicants consistently and reduce the employee turnover rate.

4. Follow a Structured Approach to Interviews

A shallow educational background and limited job experience do not necessarily mean a candidate is unfit for an hourly job. Developing a structured interview strategy with standardized questions and a custom performance scoring mechanism for each role can help recruiters stay organized in their quest for great hires.

If an hourly job requires a specific skillset, recruiters might want to focus their interviews on assessing the specific abilities in question. However, suppose a job is not too specialized. In that case, recruiters can restructure their interviews to focus on less competency-based factors such as attitude, character, interest in the company, rapport, and friendliness. 

Interviews are an excellent opportunity for recruiters to get a sense of each applicant and whether they would be a great fit for the company. Besides the cliché “why are you interested in this position” question, recruiters should focus on scenario-based questions. For instance, when assessing applicants for a retail role, ask how they might handle an abrasive customer.

Also, depending on the position’s requirements, ask the applicants some open-ended questions. For instance, asking an applicant to explain how they solved a problem at a previous workplace can do more to reveal their character than a simple closed-ended question. Remember, the responses to these open-ended questions often matter more than experience or education in many hourly positions.

5. Do Not Neglect the Background Check

Unfortunately, much of society (businesses included) holds hourly employees in low regard despite the crucial services they offer. Consequently, it is not uncommon for employers to perform background checks on full-time hires only, leaving hourly employees unvetted.

Although hourly employees perform seemingly menial tasks compared to salaried workers higher up the employment hierarchy, they still possess the power to make big enough of an impact to attract losses, PR disasters, and even lawsuits. For instance, since most cashiers are hourly employees, an unvetted cashier with a criminal background might put a business in legal trouble.

A business could lose a lot of money in legal fees and settlement costs, not to mention jeopardize its future earnings due to negligent hiring practices. Performing a simple background check when recruiting hourly employees can go a long way in making smart hiring decisions.

Hire the Right Hourly Employees With Sprockets

Someone on a laptop hiring hourly employees with SprocketsAs if recruiting good-quality hourly employees was not challenging enough, the COVID-19 pandemic has added a new layer of complexity to the hiring process. Given the circumstances, integrating digital recruitment tools into the hiring process is perhaps the only way to acquire new hires safely and efficiently.

At Sprockets, we believe in aiding employers to find candidates with a similar, or higher, likelihood of success as their current top-performing hires. Using our AI-powered applicant matching solutions and Virtual Recruiter, employers can maximize their applicant flow, weed out unfit candidates before the interview phase, hire the best applicants consistently, and increase their employee retention rates.

Schedule a brief demo today to learn more about how you can hire the ideal hourly employees using our AI-powered hiring solution.

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 Snagajob, ZipRecruiter, Adzuna, Upward, and more 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 Marketplaces for Hourly Workers"

Post Jobs for Free on the Largest Marketplaces for Hourly Workers

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

Sprockets users can now enjoy free job posting on Snagajob, ZipRecruiter, Adzuna, Upward, and more! 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 Snagajob, ZipRecruiter, Adzuna, Upward, and more 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!

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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!