Hiring Practices

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

10 Tips for Creating a Positive Company Culture

10 Tips for Creating a Positive Company Culture 1016 528 Sprockets

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

Here’s How to Create a Positive Company Culture

1. Prioritize Health

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

2. Use Standardized Metrics to Measure Performance 

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

3. Get to Know Employees 

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

4. Request Feedback 

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

5. Encourage Diversity 

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

6. Recognize Hard Work

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

7. Create Clear Core Values 

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

8. Promote From Within

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

9. Set Standards 

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

10. Have Fun

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

Hire Applicants Who Will Contribute to a Positive Environment

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

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

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

Everything You Need to Know About Vetting New Hires Remotely

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

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

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

1. Define Your Ideal Candidate Persona

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

2. Develop a Clear and Accurate Job Description

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

3. Automate the Screening Process

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

4. Conduct Pre-Employee Assessment Tests

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

5. Outline the Interview

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

6. Utilize Remote Meeting Tools for Your Virtual Interview

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

7. Complete HR Paperwork Virtually

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

Take Your Virtual Recruiting To the Next Level

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

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

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

Why Applicants With No Industry Experience Can Be Quality Hires

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

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

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

5 Reasons to Hire Applicants With No Industry Experience

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

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

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

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

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

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

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

Find the Right Applicant With the Right Recruitment Solution

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

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

A team of restaurant employees talking about the importance of recruiting for personality

The Importance of Recruiting for Personality: Everything You Need to Know

The Importance of Recruiting for Personality: Everything You Need to Know 1016 528 Sprockets

What matters more to you when hiring: the applicants’ personality or the skills in their CVs? A study revealed that 78% of professionals from various industries agreed that personality is the most crucial factor when hiring. These employers cited the initial skillset as the least important factor. Many employers want to find people who will mesh well with their values and cultures.

Why Should You Recruit for Personality?

According to Leadership IQ’s study that involved about 20,000 companies, 46% of new employees quit their jobs or fail within one and a half years. Also, a whopping 89% of those failures were due to attitudinal reasons. You can imagine the cost these companies incurred due to high employee turnover. So, assessing your applicants’ personality rewards you with the following benefits:

1. Boost Employee Engagement: If a person’s preferences and interests fit a job, they’ll keep them engaged over a long period in the workplace. As an employer, you’ll want to know your potential employee’s engagement level in the job. People who enjoy doing their tasks are more likely to derive satisfaction from their jobs. Consequently, they’ll gladly welcome opportunities for growth and development in their careers. As such, expect improved on-the-job performance, which will boost the overall success of your business. 

Your business needs people that will freely share ideas and forge robust cooperation. However, it’s nearly impossible to determine if a potential employee can interact positively with your customers and other employees before hiring them. That’s where an employee personality assessment becomes useful. You can determine an applicants’ social skills with a quick personality test.

2. Increase Employee Success and Job Performance: Pre-employment personality assessments can give you powerful insights into a candidate’s future success at the workplace. If you’re looking for employees that will post stellar performance in your business, the assessments will help you identify desirable personality traits.

These traits include professionalism, high energy, confidence, self-monitoring, empathy, etc. You can rest assured you’ll reduce your employee turnover by recruiting for traits such as these. Your workforce will tend to stay positive in their jobs and improve performance.

3. Reduce the Cost of Bad Hires: You win some and lose some, but it’s expensive to hire badly. So, strive to hire more people with the right personality. While a typical profit-and-loss spreadsheet will never reveal bad hires, evidence shows that low employee retention is among the factors that hurt corporate profitability. According to research, a company can incur 50% to 400% of an employee’s annual salary if that employee leaves. 

What Are Some of the Crucial Personality Traits to Look for in a Candidate?

When arming yourself with personality tests for your applicants, be sure you identify all the ideal traits that fit the target positions. Here are the most common qualities to test:

  • Professionalism: This trait includes a person’s attitude, behavior, and conduct in a business or work environment. You want people who conduct their jobs in a way that preserves and even boosts your company’s image.
  • High energy: An employee with high motivation will work their tail off to bring maximum value to your business. They’re usually highly engaged, proactive, energized, driven, focused, and coachable.
  • Confidence: Having technical skills is one thing, but demonstrating confidence in your skills to solve an issue is another thing. Does your candidate believe in themselves and their ability to serve clients, interact with other employees, and push your business forward?
  • Self-monitoring: Don’t hire a person that will laze around and scamper to their duties when they see you or their superior. Go for those who value the company’s time, know how to use their skills for particular tasks, and self-monitor their improvement. Such breeds don’t need high levels of supervision. 
  • Team-player: While one person can move quickly, your company requires team players if you’re looking to grow. Employees who easily collaborate among themselves will brainstorm on ideas, solve problems together, and support each other for common goals.
  • Empathy: A highly empathetic personality strives to cultivate curiosity about strangers, discover commonalities, listen well, and try to understand another person’s situation. They also have ambitious imaginations. Hire empathetic people to wow your clients, surrounding community, fellow employees, suppliers, and other stakeholders. 

How Personality Assessments Can Help Pin-Point the Right Candidates

Employee personality tests aim to determine attitudinal and other traits. Most modern tests, like Sprockets’, employ a combination of psychology and technology to identify red flags. Forward-thinking companies understand the importance of hiring for personality and embrace these psychology-backed assessments. They’ve realized that relying on gut feelings and CVs alone can only take them so far.

The icing on the cake is that you can get the testing done within just a few minutes using a desktop or mobile device. You can then use the results to assess how applicants will fit with your business culture. With these personality assessment tests, you’ll get all sorts of relevant information concerning your applicants, like their:

  • Level of emotional intelligence
  • Work ethic
  • Reliability
  • Score in terms of the big five personality dimensions: extraversion, conscientiousness, neuroticism, openness, and agreeableness

Would you like to customize the tests to meet your specific wants and needs? These psychology assessments can handle that too. 

Hire the Right Fit With Sprockets!

A woman showing a laptop screen of the Sprockets hiring platformThere’s more to hiring the perfect candidate than experience and skills. Hiring someone with the right personality is crucial to the company’s success. While skills can be taught, having the right attitude, passion, and eagerness for a field cannot. Focusing on the candidate’s personality is vital to ensure a healthy work culture and employee engagement amongst team members. The wrong personality and attitude issues can impair workplace morale, draining your energy, resources, and time. Eventually, negative traits can drive away your hard-earned customers and top performers. 

Do you find it hard hiring the right fit for your business work culture? At Sprockets, pinpointing the perfect match is our business. Request a demo now and see how we can bring value to your business. 

A woman showing a laptop screen of the Sprockets hiring platform

SENTIO Becomes “Sprockets” as We Set Our Sights Even Higher for 2021

SENTIO Becomes “Sprockets” as We Set Our Sights Even Higher for 2021 1016 528 Sprockets

Big things are happening here at Sprockets! We recently received a $3.4mm venture raise after all of our success in 2020. This investment puts us in an even better position to serve customers in the new year with feature expansions and integrations with other major hiring tools that you utilize. During this time, we’re transforming ourselves to convey our mission more effectively: to harmoniously unite the right people with the right possibilities.

Whether you’re an applicant or employer, you can rest assured that Sprockets has what you need. We’re defining the future of the hourly workforce with our Applicant Matching System.

New Name, Same Mission

While our name has changed, our commitment to you has not. People need to get back to work, especially after such a turbulent year, and you need to find the best of the best for your business to achieve success in 2021. Our data-driven platform is still the go-to solution for matching the right people to the right possibilities with pinpoint accuracy. When you succeed, we succeed!

Change isn’t always easy, but this one is. We want to assure our current customers that this doesn’t affect how you interact with our hiring platform. You don’t need to do anything differently besides enjoy the new and improved look of our company. Use our platform, as usual, to continue finding the right candidates for your team. Of course, feel free to contact us with any questions or concerns you might have. We’re always here to help, especially during transition. 

The Story Behind “Sprockets”

Have you ever really watched a relay race? It’s a thing of beauty to see a group of athletes working together, seamlessly handing off to one another with perfect choreography, moving forward in tandem toward the same goal. Like a relay athlete or a sprocket in a machine, the right employee joins colleagues to drive an organization forward in efficiency and harmony.

Simply put, “Sprockets” represents our mission more clearly. “Sentio” means “to understand,” but we go far beyond understanding workplaces and candidates. We determine if candidates will fit — and work harmoniously — with other coworkers, thrive in their unique environments, and stay long-term.

Exciting News and Plans for the Future

We’ve always been a forward-thinking company, and that remains the same as well. The updates to our name and appearance offer a taste of what’s to come as we shape the future of hiring. You can look forward to many more improvements and enhancements to your experience with our platform, especially since Sprockets recently acquired a $3.4 million raise from venture-capitalist investors. We’d like to thank the following companies for their contributions and confidence:

It’s rare for any South-Carolina startup to receive investments from outside the Southeast, which is why it’s truly remarkable how a company such as ours was able to attract world-class funding during a global pandemic. This invigorating news has us excited for the future as we look to make 2021 the best year yet for Sprockets and all of our loyal customers!

Sprockets: It’s Not Magic — It’s Logic

If you don’t currently use our platform and are interested in enjoying the success that so many satisfied customers have achieved, we’d love to help. Take a moment to book a meeting with one of our team members to learn more about how Sprockets’ sophisticated solution to hiring can reduce employee turnover, saving you time and money. It might be the best decision you make for your business!

A smiling woman explaing the importance of cultural fit for restaurant employees

The Importance of Cultural Fit for Restaurant Employees

The Importance of Cultural Fit for Restaurant Employees 1200 600 Sprockets

Many factors go into a hiring decision. For instance, hiring managers often consider applicants’ work experience, hard skills, and soft skills. In recent years, the importance of cultural fit has become even more apparent too. In fact, some businesses have begun to give cultural fit equal weight with other attributes or even prioritize it. What exactly is it, though, and why is it important in a restaurant?

 

Defining Cultural Fit as it Relates to Restaurants

In a nutshell, cultural fit is how well an employee’s mentality and behavior line up with the particular values and culture of your restaurant. Unfortunately, restaurant owners don’t always have a handle on what the culture is truly like within their restaurant. One scenario is when, on paper, the restaurant owner supports a philosophy of letting its employees be as independent as possible. In practice, shift managers micromanage the staff members. 

Now, a diner may pride itself on its family-oriented culture, particularly if it is a family-owned business. Or it may tout itself as lean and determined. It may emphasize that its employees need to be able to make quick, good decisions, or it may explain that its employees need to be well-versed in carrying out orders. Some restaurants, however, don’t fully understand what culture fit is and why it’s important. When they do hire, they don’t consider that aspect of applicants’ profiles, and that’s a big mistake.

Why is cultural fit so important?

Hiring for cultural fit is one of the important ways to keeping a company or brand’s reputation. Someone who does not fit the company culture tends to be disengaged from work. Therefore, screening individuals who do not fit your company’s culture in the recruitment process can save you significant time and money in the long run.

Everything Is Amplified in a Restaurant

From our experience, we’ve seen that practically everything is amplified in a restaurant. That is a major reason why hiring for culture fit is critical. There are fewer employees who work long shifts together and fewer channels of communication. More direct contact takes place between customers and every employee in the business. If something goes wrong, it’s liable to go wrong on a bigger scale.

Indeed, just one “bad” hire can do horrendous damage to a restaurant. The damage need not be anything as direct as an employee angering an important customer, although that can and does happen. Rather, it can be indirect like a long wait time, and build up to a devastating level over time. 

 

Consider the following:

Someone who doesn’t fit with the culture of the restaurant is hired. Let’s say this person resents following a rotating schedule and doesn’t really follow the dress code requirements and shows up with blue hair to your upscale restaurant.

This person’s attitude affects the morale of the other employees, who bristle at the new hire who comes in late, leaves early, and appears as they please. Employees’ productivity and morale drops.

Now, some restaurants are able to offer more flexible schedules to employees and have relaxed dress codes. However, not every restaurant is like this. Your employees need to be able to understand and follow the values of your business.

 

Limited Space to Experiment

A restaurant doesn’t have as much room as a large corporate to navigate and make mistakes. So, it’s worth investing additional resources and time to find a proper cultural match. In a larger business, someone who is a bad culture fit might affect the morale of the immediate team members, but that may be where the ripple effects stop. In a restaurant, it’s likely that everyone who works there and the customers could be affected.

 

The Ripple Effects

Earlier, we touched on a few ways in which bad culture can affect the business. Here’s a bulleted list that outlines a more extensive list of examples:

  • Bad work quality
  • Lowered productivity
  • Lowered job satisfaction
  • Decreased morale
  • Poisonous work environment
  • Higher employee turnover
  • Stressed, possibly resentful employees
  • Decreased profits
  • Lost customers

Say that Bob and Jane see their co-worker at a restaurant constantly arrive late and leave early. He calls in sick often and shows up with ripped jeans, not allowed in the dress code. He is slow getting to customers and doesn’t refill waters as often as others on the waitstaff. Bob or Jane (maybe both) may begin to question why they’re even bothering to be productive employees when this guy does what he wants and gets paid the same as them. They resent the employee and begin to think less of their boss for hiring this person. Bob or Jane leave the position, and the search must begin anew for another employee.

Even if your restaurant is laid-back, a poor culture fit can still be harmful. Take a coastal restaurant that encourages employees to wear T-shirts and shorts. A new employee is hired who checks off all the hard skills on paper. Everyone’s excited, but problems may arise quickly if this employee shows up each day wearing a button-down shirt and slacks. For instance, the employee may not mesh with other team members and lose motivation to work. It’s costly to keep an unproductive worker around, and if that worker leaves, to go through another hiring process.

 

Diversity Is Important

You can still have diversity in your small business while hiring for cultural fit. Actually, having a diverse workforce can help your business become quite successful. We want to emphasize that a cultural match does not equal hiring people from the same backgrounds and with similar experiences.

 

Nailing Down the Fit

To be sure, business culture can be tough to nail down. Since it’s important that everyone in the business aligns with its values, how can a business succeed if half of the employees are creative thinkers and half are more rigid thinkers? It’s because culture goes deeper than that. What type of thinker you are matters less than attributes such as self-awareness and ability to collaborate effectively. So, a business filled with employees who practice different methods of thinking/approaching problems can still be extremely profitable. These employees just have to align with a company culture of, say, respect, and collaboration. Having diverse people in your business is an excellent thing, but the culture fit still needs to be there.

 

Practicalities Matter

On the most basic and practical level, the right employees matter for restaurants because they don’t have as much time and resources to spend on hiring. When you hire the right type of person, you hopefully won’t be hiring all over again in a few months when that person leaves. On a deeper level, making several poor hires for culture (or even just one bad hire) may lead to a toxic work environment and hurt the bottom line of your restaurant. If the restaurant keeps hiring people who don’t work out, there may be a mismatch between the perceived (“on paper”) culture and the actual culture. Alternatively, hiring processes may need to be changed, and the people doing the hiring should become more aware of cultural issues.

Overall, making the right hire for a business is important to employee morale, productivity, and the bottom line. To ensure you’re hiring the best matches for your restaurant, learn about Sprockets’ Applicant Matching System.

A housekeeper cleaning

Housekeeper Interview Questions You Should Ask

Housekeeper Interview Questions You Should Ask 1024 512 Sprockets

When hiring housekeepers, you can’t be too careful. It’s important to hire the right people not only for your clients, but for your business. You’ll want to hire people that are responsible and won’t cost your business by using set housekeeper interview questions. Additionally, it’s important to hire people who will stick around, be a good culture fit with your business, and will work hard.

Being prepared with consistent interview questions is key to making the right hire. When hiring housekeepers, you should ask questions in the following categories; experience verification, behavioral, and competency questions. Additionally, you should supplement with any questions relevant to the position, such as requirements to be employed.

If you’re looking for additional data on who to hire, learn how Sprockets’ hiring solution can help you determine which applicants are the best fit for your business.

Housekeeping Interview Questions

Experience Verification

Experience verification is important in positions where certain certifications, training, or degrees are required.

Q: What experience do you have in the cleaning industry?
Whether an applicant has more experience in the residential sector or the commercial sector may play into which clients for which you pair them.

Q: Do you have a current housekeeping position?
If an applicant answers with “yes”, follow up this question by asking why they are seeking to leave their current company. Are they looking for more hours? Did they have a bad boss? Depending on their answer, this may help you determine if they will be the right fit for your business.

If the applicant answers with “no”, follow up this question by asking why they want to begin a job in the house cleaning industry. Perhaps they are seeking flexible hours or opportunity for tips. The applicant’s answer should enable you to gauge whether your business will be able to deliver what they are seeking.

Behavioral Questions

Behavioral questions are designed to evaluate an applicant’s fit with the role and duties it entails.

Q: Describe how you have handled a difficult situation with a client.
Some homeowners and business owners can be particularly stern regarding their cleaning expectations. While cleaners may follow the checklist to a T, oversights can happen. Get insights on how an applicant has handled a difficult client.

Q: Tell me about your most rewarding experience with a client.
An applicant’s answer to this question will let you know what they like most about the job.

Q: What motivates you during the workday?
Each applicant may answer this question differently. Answers may include getting off of work in time to pick up children from school, listening to music during a shift, or receiving a nice holiday bonus. The applicant’s answer allows you to determine which of your clients they may be the best fit to work with or if they will be a good fit for your business.

Competency Questions

Competency questions are designed to evaluate an applicant’s understanding of the position and the duties it entails.

Q: What do you consider to be a clean house?
The way an applicant describes what their expectations of a clean house are gives you insight into whether they are detail-oriented and patient enough for this type of position.

 

It’s also important to weigh which category of questions is most important for that position. For example, when hiring for a caregiver, experience is very important. However, behavioral questions are always important to understand how someone will contribute to your team. When we hire people, so often do we say, “I feel like they’d be great for the job.” We base decisions off of how we feel about someone, because it is important.

Overall, it’s crucial to hire the best people for the sake of your business and your clients. Make the best hires for your business by being prepared with the housekeeper interview questions above. If you’re ready to take your hiring to the next level, learn how Sprockets can help you select the best hires, reduce employee turnover, and save you money.

The Must-Have Employee Onboarding Plan for Restaurants

The Must-Have Employee Onboarding Plan for Restaurants 150 150 Sprockets

For many restaurants, first-day orientation and employee onboarding are not given nearly enough attention. Orientation is compared to the first day of college classes – syllabus day. When we consider long-term engagement and overall impact, orientation is crucial. Forking over a pile of paperwork and written instructions on what’s required just doesn’t cut it.

 

The Importance of Day One With Employee Onboarding

Engaging and retaining employees is crucial to the health of growing restaurants. Benefits of effective employee onboarding include increased retention rates, reduced ramp-up time for the employee, and higher potential for an engaged employee over the course of their tenure.

Research from SquareSpace links an effective onboarding program to reduced turnover and increased retention. In one study, employees were 60% more likely to remain with the company for more than three years when there was a structured onboarding program. In another study, 15% of respondents decided to leave their current position simply due to an ineffective or no onboarding process. Simply put, people want you to include information during their hiring and first days and months that will help them succeed in the position and company.

An employee’s first day is critical to their productivity. According to Kat Cole, “new employees make their decision to stay within the first 20 to 40 hours on the job.” It’s the first impression and it can be extremely positive or extremely negative. Especially in the tight labor market of today, chances are they may have a better option waiting in the wings.

A recent trend that restaurants are seeing is both candidates and new hires who “abruptly cutting off contact and turning silent — the type of behavior more often associated with online dating than office life,” says Chip Cutter of The Wall Street Journal. This “ghosting” of employers is forcing companies to rethink how they operate and remember that recruiting doesn’t stop at the door.

 

How to Create an Effective Onboarding Plan:

If your restaurant does not have an effective new hire program in place, it may seem daunting to start now – but fear not!

First, look to your peers. Employ a committee, ranging from the GM to Shift Leaders to frontline staff. You want brand ambassadors who represent the company culture – people who enjoy their work and who will be able to provide genuine advice and coaching to new hires.

A good way to figure out what is important to incoming employees is with predictive hiring systems, like Sprockets. The hiring solution offers insights into what traits the candidate has and what they value, like gregariousness or sympathy. Knowing and understanding these traits allows you to tailor their training, onboarding, and ongoing communication in a way that will be effective to them.

 

Once you’ve identified and engaged your internal employee onboarding team, ask questions.

Ensure you’re covering the logistics of the day and beyond with an employee onboarding checklist.
  • When will onboarding start?
  • How long will it last? (30-day, 60-day, and 90-day onboarding are most common)
  • What training will it contain? 
  • Will training include on-the-job, shadowing, or training modules?
  • Who will conduct the onboarding and training?
Answer questions concerned with the intended impact.
  • What impression do you want new hires to walk away with at the end of their first day?
  • What are the unique and important characteristics that contribute to your restaurant’s culture, morale, and productivity?
  • If any negative aspects come to mind, what does your team need to do to counteract those and shift the culture and mindsets of current employees?
Finally, create a measurement for success.

It’s important to develop a program that will be effective, efficient, and manageable.

  • How often will you check in with new hires?
  • Will you utilize surveys, or do you plan to meet with team members face to face?
  • What does feedback and data collection look like for your restaurant and for your workload?

Toxic environments are easy to sniff out, especially with the heightened senses of the newly hired. Onboarding needs to be real and tailored to your restaurant to work. Don’t paint an unrealistic picture of what a day in the life will be like. They will perceive HR and management as being either dishonest or delusional or both.

So, remember, be real and execute employee onboarding with intention. The efforts you put into recruiting and hiring do not stop when the offer is accepted. Good human resource management is a process that requires constant care and consistent reevaluation to succeed. Not to mention, it’s an anxiety-inducing day. A fun, casual environment goes a long way when making a first impression!

 

Recommended for you: Best Practices for Restaurant Hiring

A veteran in uniform

Job Boards to Attract Veterans

Job Boards to Attract Veterans 2048 1396 Sprockets

Members of the military are hard-working, driven individuals. However, they can face challenges when returning to civilian life. One problem military members face while applying for civilian jobs is the gap between military language and the verbiage of job descriptions. It’s important to remember that while the language used to describe experience may be different, the job had the same key elements. In addition, they are likely to share the same characteristics needed to succeed in a role as their civilian counterparts. For example, a military nurse could transition to the same position in a hospital, doctor’s office, or become a home health nurse. Don’t shy away from hiring military personnel! Expand your reach to qualified applicants with these tips and job boards to attract veterans. 

 

Make it Known You Want to Hire Veterans

Does your business have social media channels or an email list? Use these avenues to express your gratitude for service members and your aptitude to hire them. Social channels are a great form of free advertising for open positions. Even if you have a small following, a post that gets reshared or promoted could reach the right person!

 

Go Where the Veterans Are

When you recruit any specific group, it’s important to know where they are. If you’re hiring recent graduates, you’d want to attend college career fairs. For veterans, consider partnering with local veterans’ organizations to distribute materials or attend career fairs.

 

Job Boards

Run by the U.S. Department of Veterans Affairs, vets.gov offers a free platform to share job openings with veterans.

 

Offering job posting packages and career fairs, hireveterans.com begins their pricing at $99. 

 

Primarily a news source, military.com offers a job board and career fairs for veterans. Participation begins at $95.

Boasting over one million job seeker accounts, recruitmilitary.com connects veterans with companies seeking to employ them. However, this job board is the priciest, with fees starting at $299.

A paid site for attracting veterans, Hire Heroes USA aims to connect veterans with companies who are willing to support their transition into the civilian workforce.

 

These job boards vary from allowing free job posts up to $200+ for job posts. Select job boards mentioned above also offer virtual career fairs, training for human resources professionals on hiring veterans, and sponsorship opportunities. Additionally, these job boards are often advertised to military spouses as well. 

 

Overall, making the effort to advertise open positions to veterans and their spouses is worth it. Using select job boards to attract veterans to your company is a great way to increase your talent pool with hard-working individuals.

Someone typing a candidate rejection letter on a laptop

How to Write a Candidate Rejection Letter

How to Write a Candidate Rejection Letter 1200 600 Sprockets

The key to a great hiring process is treating all applicants with respect. This means not only responding to the applicants you are interested in hiring in a timely manner, but extending the same courtesy to the applicants to whom you must send a candidate rejection letter.

When many restaurants today don’t bother to send a rejection letter to candidates, those that do stand out. In addition, applicants can truly appreciate when employers take the time to let them know why they didn’t get the position, whether it was already filled by the time they applied or if they don’t have the necessary experience. By leaving a positive impression on applicants, it increases their likelihood of accepting a job in the future if a position arises that they are a good match for.

In addition to maintaining a talent pool for future job openings, the benefits of maintaining a positive experience for candidates expand beyond hiring.  In fact, 60% of applicants will share their negative experiences with friends and family, according to a recent survey. But, when you offer a positive experience, even to those rejected, you’re more likely to keep them, and their friends and family, as customers.

You are free to copy and edit these candidate rejection emails to fit your own restaurant’s needs.

 

Candidate Rejection Email: First Round of Cuts

Dear [Candidate Name],

Thank you for taking the time to apply for [Position Name] at [Restaurant Name]. We wanted to inform you that we have chosen to move forward with another candidate at this time whose experience best matches our needs. 

We wish you the best in your job search.

Best,

[Your Name]

 

Candidate Rejection Email: Position Already Filled

Dear [Candidate Name],

Thank you for taking the time to apply for [Position Name] at [Restaurant Name]. We wanted to inform you that we have filled the [Position Name] position at this time.

However, we appreciate your application and encourage you to apply for future openings with [Company Name].

Best,

[Your Name]

 

Candidate Rejection Email: After a Phone Interview

Dear [Candidate Name],

Thank you for taking the time to speak with [me/Interview name] recently. We wanted to inform you that we have chosen to move forward with another candidate at this time.

Our team was impressed by your [skills, experience, goals] and we encourage you to apply for future job openings at [Company Name].

We wish you the best in your endeavors moving forward.

Best,

[Your Name]

 

Candidate Rejection Email: After an In-Person Interview

Dear [Candidate Name],

Thank you for taking the time to speak with [our team/interview name] recently. Our team was impressed by your [skills, experience, goals]. Unfortunately, we made the difficult decision to move forward with another candidate at this time.

We encourage you to apply for future job openings at [Company Name].

We wish you the best in your endeavors moving forward.

Best,

[Your Name]

 

Need help choosing candidates who will stick around and fit within your restaurant culture when hired? Learn how Sprockets’ Applicant Matching System can help you choose the right candidate for your restaurant. 

If you liked this blog, check out 10 Interview Questions to Assess Soft Skills.