HR Tech

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

The Difference Between Recruiting Employees and Finding the Right Fit

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

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

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

Recruiting Employees vs. Finding the Right Fit

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

The Recruiting Process Is Outdated

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

“Fit” Empowers Every Member of Your Team

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

How to Identify Fit

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

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

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

Earn More Work Opportunity Tax Credits With Less Effort

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

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

Discover Which Applicants Are Eligible for Work Opportunity Tax Credits

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

See Who Will Perform Like Your Best Employees

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

Let Our Experts Take Care of the Details

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

Start Maximizing Your WOTC Incentive Today

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

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

Maintain Healthy Staffing Levels With a Virtual Recruiter From Sprockets

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

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

Increase Applicant Flow

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

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

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

Improve Employee Retention

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

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

Get Your Virtual Recruiter Today

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

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

Post Jobs for Free on the Largest Marketplaces for Hourly Workers

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

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

Reach 6 Million Monthly Job Seekers

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

Improve Retention by 43%

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

Join the List of Satisfied Customers

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

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

– Ken Cope

Home Instead Franchise Owner

Start Posting Job for Free Through Sprockets

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

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 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.

A laptop screen with a success profile of a candidate

Characteristic Trait Based Interview Questions to Ask Applicants

Characteristic Trait Based Interview Questions to Ask Applicants 1200 600 Sprockets

Sprockets’ hiring platform is designed to assist managers and HR professionals in making the best data-backed hires. From knowing which interview questions to reducing employee turnover, the Sprockets system uses a breakdown of 55 characteristic traits to help companies make better hires. Below are interview questions to ask based on the characteristic traits that Sprockets analyzes.

 

Interview Questions

Achievement-striving: When is the time you have been most satisfied in life? 

Activity level: What is an average weekday for you? 

Adventurousness: If you could take any vacation, where would you go and why? (Somewhere they have already been or somewhere new?).

Agreeableness: Do you enjoy working on a team or on your own? Why?

Altruism: If you saw someone drop a $20 bill on the street, what would you do with it?

Anger: Tell us about a time when things didn’t go the way you wanted— like a promotion you wanted and didn’t get, or a project that didn’t turn out how you had hoped.

Artistic interests: What are you passionate about?

Assertiveness: Tell me about a time you needed to get information from someone who wasn’t very responsive. What did you do?

Cautiousness: Tell me about a time you had to make a split-second decision. 

Challenge: Tell me about a time when you had too much to do, but not enough resources (this could include staffing, time, money). How did you handle the pressure, overcome the deficit and/or achieve goals? 

Closeness: Why did you move here/have you always lived in XYZ location? 

Conservation: When is the last time you tried something new?

Cooperation: Talk about a time when you had to work closely with someone whose personality was very different from yours.

Dutifulness: Tell me about a time you have had to step up and take the lead on something to ensure it got completed?

Emotionality: What do you do to cheer yourself up or unwind after a long day?

Excitement:  If you could go on a trip to any location in the world, where would you go and why?

Extraversion: Tell me about a time that you were put in an uncomfortable situation and you owned it.

Friendliness:  Tell me about a time that one of your peers was upset and you helped to cheer them up. 

Gregariousness: Describe a time that you came in contact with a famous individual that you were not expecting to meet.  How did you react? What was discussed?

Ideal: Tell me about a time that you messed up and what you did to fix it.

Imagination: If you were an animal, what would you be and why?

Intellect: In 5 minutes, could you explain something to me that is complicated but you know very well?

Liberalism: What is an everyday ideal that you don’t agree with?

Liberty: What time period would you choose to live in?

Love:  Who is your favorite person in the world and why? 

Modesty: What are the top three factors you would attribute to your success?

Morality: Describe a time when you were asked to perform a task or spearhead an initiative that went against your values. What did you do? What was the outcome? 

Orderliness: What do you do to stay organized?

Practicality: Tell me about a time you had to be very strategic in order to meet all your top priorities.

Self-consciousness: How do you like to receive feedback at work?

Self-discipline: Tell me about a time you were under a lot of pressure. What was going on, and how did you get through it? 

Self-expression: How would you describe yourself in one word?

Stability: Why do you want to leave your current job?

Structure: What type of work environment do you thrive in?

Sympathy:  Tell me about a time that you helped someone who was going through a hard time. 

Trust: Do you prefer group or individual projects?

Vulnerability: What skill or expertise do you feel like you’re still missing?

What makes a candidate unique from other candidates?

When seeking unique candidates, focus on what could set them apart in terms of skills and experience from other candidates. Look for answers that are relevant and that are inline with the job description. Additionally, vet how they can add value to the position and seek for specific examples. In their examples, you can see how they may use their unique abilities to solve issues, build teams, and interact in the workplace. 

Want more insights on these interview questions? Looking to improve your current hiring process and reduce employee turnover? Reach out to our team!

 

Recommended for you: How to Save Money While Hiring

Someone holding a phone and using video for recruitment

5 Effective Ways to Use Video for Recruiting

5 Effective Ways to Use Video for Recruiting 1200 600 Sprockets

We know that video captures the attention of target audiences over other forms of communication like text and images. In terms of recruiting, this translates to a 34% increase in application rate for job postings with video. With this kind of impact on drawing in audiences, their effectiveness also translates into attracting applicants to a company. For this reason, more companies should utilize video for recruiting new applicants and engaging their community! Let’s explore a few ways that video can be used for recruiting.

 

How to Utilize Video for Recruiting

#1 Show Off Company Culture

Using video allows you to showcase your company culture more than you ever could within a few lines of text. You can show what the work space looks like, what the daily activities entail, banter between coworkers, and even the company’s values.

 

#2 Social Media Outreach

How many followers does your company have on social media? Posting a job opening accompanied by a video showcasing your company is key to attracting applicants! In fact, videos generate 12x more shares than text and images combined. Once you take the time to create a video, be sure to spread it across all of your social channels for your audience to see!

 

#3 Insert in Job Ads

Whether you post jobs to Indeed, Monster, Snag, or Facebook, inserting a video/video link in your job ad is an effective way to promote your company. Remember, applicants aren’t the only ones who need to be impressive. When many companies are vying for the same applicants, you can make yours stand out with a video showcasing your company! Be sure to show off the fun parts of the business and perks to draw applicants in.

 

How to Make an Effective Video for Recruiting

In order for your video distribution to be effective, it’s important to make the contents of the video be attention-worthy. Use the guidelines below to create a video for recruiting applicants to your company.

 

#1 Make it Short and Sweet

While videos can captivate viewers more than text and images, it still needs to remain brief. Studies show that the average applicant spends 1 minute and 36 seconds viewing recruitment videos. Your recruitment video should contain enough information to draw an applicant in while remaining under three minutes.

 

#2 Keep it Casual

Applicants want to see a real view of the company where they are applying to work. Give them a real view with conversations with current employees, a look at the day to day operations, and a brief overview of why people love to work for you.

 

#3 Have a Call to Action

What is the purpose of the video? To get people to apply to your open position(s)! Be sure to verbally say/show this statement in the video. You will also want to include where and how to apply; whether that may be on Indeed, your company website, or text-to-apply.

Overall, using video to attract applicants to your company is an effective strategy to build your talent pipeline. Crafting a video that showcases your company and effectively promoting it can drastically increase your number of great applicants.

 

Check out a few of our favorite recruiting videos.

Starbucks & Quirky

 

Someone on a phone texting applicants

Why You Should Be Texting Applicants

Why You Should Be Texting Applicants 2048 1241 Sprockets

When you have an open position become available, most people want to get it filled ASAP. Open positions mean your business may be understaffed, paying overtime to remaining employees, and lost productivity. But, hiring through traditional means can take time. In fact, it takes over 20 days, on average, to hire a new employee. However, with the evolution of technology comes new solutions for this problem that so many business owners face. One new tool that is featured in many job boards and Applicant Tracking Systems is simple but effective. Texting. While this may not seem like a new advancement, utilizing texting to interact with applicants is a relatively new feature. Let’s dive into why you should be texting applicants to speed up your hiring process and be competitive.

 

Texting is Faster Than Other Communication Channels

How often do you check your email? How many spam messages are there? Chances are you only check a few times a day and that includes deleting irrelevant emails. This is where texting is a faster course of communication than email or phone calls. Text messages are less likely to get buried and get checked much more often. In fact, a recent study showed that “it takes the average person 90 minutes to respond to an email and only 90 seconds to respond to a text message” (ctia.org). By cutting down your time to interact with applicants, you can speed up your hiring process and stay competitive in getting top talent for your business.

You Can Reach Candidates Whenever

While you may not have the time to jump on a call with a candidate every time you are interested, sending off a text message can happen practically any time of the day. In addition, if you see someone apply at 8 a.m., it may be too early for a phone call. But, it isn’t too early to send a text message. By utilizing texting as part of your applicant communication strategy, it extends the hours of communication so you can actively keep candidates engaged.

 

It Promotes a Closer Relationship

Using texting as a communication channel can promote a closer relationship with candidates. While the messages you send should still be professional, they can be more relaxed than a typical email with a greeting and signature line. Having a sense of a closer relationship during the hiring process can invite applicants to be more candid during their application process. This may include being more upfront on if they are interested or not, or inviting them to ask any questions about the position. 

 

Tips to Keep in Mind When Implementing Texting Applicants

Before you move forward with utilizing texting as part of your applicant communication plan, it’s important to keep in mind a few guidelines for it to be an effective channel. You should also keep in mind that texting applicants should be done from a job board or ATS, not from an individual’s number.

 

  • Give Candidates a Chance to Opt-In

Because texting is a relatively new way to communicate during the hiring process, it’s important to give candidates the chance to opt-in. Most job boards allow employers to ask pre-employment questions as part of the application. You can create a question that asks their preferred method of communication; phone call, email, or text. Based on a candidate’s preference, you’ll increase your likelihood of getting in touch.

 

  • Introduce Yourself

While your text messages to applicants are coming from your job board or ATS, it is still important to introduce who the message is coming from. This may be generic such as “Hi, this is [Company Name] of [Location]. Thank you for applying to [Position Name].” Or, your introduction could be more personalized from whoever conducts the hiring process. An example of this may include, “Hi, this is [Hiring Manager Name] and I’m the [Position Name] at [Company] of [Location]. Thank you for applying to [Position Name].” By introducing yourself/your company through text message it sets the stage for why you are reaching out and reminds them that they applied to your position.

 

  • Remain Professional

Even though you are communicating in a generally relaxed channel, it is important to stay professional in your word choice. While you may be inclined to use emojis and gifs — stay away. We recommend sticking to the same type of language you’d use in emails to applicants.

Overall, texting applicants is a great way to quickly and effectively reach applicants to fill open positions.

A job board to attract the hourly workforce

Why You Must Use Job Boards to Attract the Hourly Workforce

Why You Must Use Job Boards to Attract the Hourly Workforce 1384 774 Sprockets

One of the simplest ways to get more applicants for your job openings is to be where the hourly workforce job hunts. Understanding where your applicants search for jobs is key to advertising your job openings in effective places. Most commonly, this includes posting to multiple job boards and other relevant sites, like Facebook and Craigslist. 

Posting to multiple job boards doesn’t have to mean an increase in time and cost. Once you have the perfect job posting crafted, you can copy it to all of the relevant job boards! Luckily, most job boards for the hourly workforce also offer free job postings, with the option of sponsoring select posts.

Get started using these job boards for placing your job postings and let us know if you expand your applicant pool!

 

Common Job Boards for the Hourly Workforce

These are the most common job boards for the hourly workforce. Another large job board is  LinkedIn. However, LinkedIn has not been found to be as lucrative for the hourly workforce. We recommend sticking to these popular job boards for the hourly workers in industries such as food and beverage, hospitality, and labor-intensive positions. 

  • Indeed: As one of the most popular job boards worldwide, Indeed sees over 250 million unique visitors every month. Indeed allows free job postings for employers and also offers a pay-per-click option for sponsored job postings.
  • Snag: Touting themselves as the No. 1 job board for the hourly workforce, Snag has over 800 million registered hourly workers on their website. However, Snag does not offer free job postings.
  • ZipRecruiter: The No. 1 rated job search app on Android and iOS sees over 7 million active job seekers each month. ZipRecruiter is free to use and offers paid posts as well.
  • Glassdoor: Famous for providing reviews on each employer submitted by current and past employees, Glassdoor is a popular job board for all industries. Glassdoor sees 67 million unique monthly users and offers both free job postings and paid promotions.

 

Industry-Specific Job Boards

While these job boards may not have as many job seekers flocking to them each day, those that do visit have an increased likelihood of being qualified for your industry. 

  • Seasoned: A newer platform, Seasoned is designed for restaurant workers spanning from QSR to steakhouses. This platform also features training videos for common restaurant operations.
  • Harri: Designed for the hospitality industry, Harri is built to manage and engage hospitality teams. This platform features profiles on relevant job seekers in your area that can be filtered by years of experience, type of experience, availability, and location.

 

Other Employee Sourcing Platforms

Expanding beyond job boards and into social platforms and referrals can be an effective way to bring in applicants. 

  • Facebook: Most famous as a social media platform, Facebook does also offer a way to post jobs. This does require you to have a Business Facebook page to post them from, which is free.
  • Craigslist: Commonly known as a space to post for sale items, Craigslist should not be overlooked when you post your job openings. It’s simple and free to do!
  • Company Social Media Platforms: Does your company already have social media pages that are active? Simply share your job posting link from one of your job boards and invite interested people to apply! This is a great way to reach out to those who are already familiar with and interested in your business.
  • Partnerships with Local Schools: Do you have a local high school or community college? Try reaching out to these schools to advertise your jobs to their relevant students. For example, if your local community college offers courses on hospitality and hotel management, reach out to the relevant professor and ask if they will pass on your relevant job openings.
  • Referral Program: Not to be overlooked is an employee referral program. Your happy employees spreading the word to their friends and peers is a great way to find people similar to them that you know will be a great addition to your team. Employees gained through referrals are more likely to retain longer!

 

After expanding your applicant pool, you’ll likely spend more time sorting through resumes and have to make tough choices on who to hire. That’s where Sprockets comes in. Our system matches applicants against your top employees, instantly showing you who to hire. Plus, ensure you’re executing a great candidate experience with these tips.