Hiring Practices

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
Job seeker creates video resume for potential employer

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.

A circle with personality traits and "9.1: Top Match"
Two happy employees

Follow These 6 Hiring Trends to Attract Top Talent

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

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

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

 

How Do You Stay Current With Hiring Trends?

1. Connect With Applicants Before They Apply

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

2. Data-Driven Recruiting 

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

3. Technology

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

1. AI Screening

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

2. Video Interviews

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

3. Sprockets

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

Why Tech Matters in Hiring: 2022 and Beyond

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

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

Why Is Hiring So Hard Right Now?

Why Is Hiring So Hard Right Now? 1016 528 Sprockets

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

Common Hiring Challenges and How to Overcome Them

“I Have No Applicants”

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

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

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

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

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

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

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

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

“My Employees Keep Quitting”

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

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

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

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

Make Hiring Less Stressful With Sprockets

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

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

A circle with personality traits and "9.1: Top Match"
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.

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

Quickly Learn How to Improve Hotel Revenue

Quickly Learn How to Improve Hotel Revenue 1016 528 Sprockets

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

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

How to Improve Hotel Revenue — Simplified

Track Key Metrics

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

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

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

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

Promote Direct Bookings

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

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

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

Hire the Best Applicants

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

Staff Smarter With Sprockets

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

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

A hotel worker and a list of personality traits
Hotel front desk staff happily helps two guests.

Enhance the Guest Experience at Your Hotel With These Terrific Tips

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

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

 

Importance of the Guest Experience in Hotels

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

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

How to Improve the Hotel Guest Experience

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

1. Hire Hotel Staff for Fit 

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

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

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

 

2. Personalize Each Guest’s Experience

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

3. Encourage Guest Feedback

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

 

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

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

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

Hotel Staffing: How to Hire and Retain the Best Employees

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

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

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

What You Need to Know About Hotel Staffing

1. How to Tackle Employee Turnover in the Hotel Industry

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

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

2. How to Create a Hotel Staffing Plan

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

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

Free Hiring Guide

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

4 Steps to reduce reliance on applicant flow mockup

3. How to Hire More Applicants Like Your Best Employees

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

The Staffing Solution That Boosts Employee Retention by 43%

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