HR Tech

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 holding a tablet with apps and marketing tools for franchisees

Franchise Marketing Tools You Shouldn’t Ignore

Franchise Marketing Tools You Shouldn’t Ignore 2048 1365 Sprockets

From healthcare to restaurants, franchisees from all industries must partake in marketing. Marketing fuels business growth, brand image and can even increase the number of job applicants you get. Investing in marketing and community outreach is especially important for new location openings. The messaging for each industry may be different, but the franchise marketing tools to deliver messaging are the same. Check out the franchise marketing tools our team recommends!

 

Email Marketing

Did you host a giveaway when your location opened? Have you hosted any giveaways? Using this list of emails to remind them of new products, limited-time deals, and job openings is an effective way to stay top of mind. If you aren’t already collecting email addresses from customers, you can do so by asking for them on customer feedback surveys and offering an incentive for taking them, like a free food item or discount on a cleaning service). Many mass email platforms are free for up to a certain number of contacts or emails per month, such as TinyLetter, Benchmark Email, Constant Contact, and more. One of our free favorites is Mailchimp.

 

Social Media

All social media websites are free. While your corporate office may operate their own accounts, it’s also important to have pages for each location you operate (if this is allowed). This is because you can use it to post job openings, announce events and support of non-profits, show off your company culture, or hold giveaways. In addition, more and more people take to social media for complaints. You want to be able to acknowledge these complaints head on and make them right. The essential social media platforms to be on are Facebook and Twitter, since they allow the most interaction. If you have pleasing pictures of food to post, consider adding Instagram to the mix.

Does time seem to get away from you when you’re on-location? Check out these free social media scheduling tools to plan messaging in advance: Hootsuite, Buffer and Tweetdeck.

 

Community Outreach

Engaging with your community is an effective way to gain new customers and engage current customers. A few popular tactics are sponsoring local sports teams, reading programs with local schools and donating food or money to non-profits you support in the area.

Another idea is participating in local walks for a cause, which not only gets your brand out into the community, but also serves as a team-building event for employees.

 

Google Maps / Waze

One of the most important things to do is register your business location and phone number with Google. After completing this first step, people can easily put on directions to find your business.  If you haven’t already completed this step, here are directions for doing so.

Waze, a newer alternative to Google Maps, offers an advertising feature for B2C companies that allows you to advertise your business as they are driving near the area the business is in. For example, if someone has their directions on through Waze and is half a mile from your restaurant, an ad can pop up and redirect them to the restaurant if they choose!

 


Before implementing any new marketing tactics of your own, it’s important to ensure your messaging and design adheres to brand guidelines set forth by your franchisor. 

 

Plus, check out our guide for hosting a great grand opening event.

 

Two men looking at a laptop screen, hiring great sales candidates

How to Find Great Sales Candidates

How to Find Great Sales Candidates 2048 1397 Sprockets

Closing a sale can be difficult and it can be even harder to find the sales applicants that are capable of doing so. A great candidate on paper may have been spoon-fed by a friend or relative in his or her previous position. Hiring great salespeople is extremely competitive. Even in the tech-savvy San Francisco Bay area, sales jobs outnumbered programmer jobs by 65,000 to 20,000 on a major job board. Let’s explore the common problems of hiring sales staff that can impede your hiring process.

Common Problems of Hiring Sales Staff

When interviewing for sales positions, there are a number of common mistakes that HR hiring managers make. Shrm.org posted an article that listed these common assessment errors:

Hiring Impatiently

Sure, it’s a cutthroat hiring environment in sales. However, that doesn’t mean that you should act hastily to hire a promising candidate. An unfilled position is better than making the wrong hire, which costs money and limits your ability to hire an even better candidate.

Trusting Your Gut Over Technology

Recruiting technology can help to narrow your choices and shore up traditional screening techniques such as checking references. It’s important to include all the steps no matter how appealing a candidate may be. Unless you’ve actually worked with a person, your gut instinct is practically worthless in sales. Salespeople can make a great first impression, but that needs to be reinforced by hard data.

Overselling the Job

Overselling is always taken as a sign of weakness. Great salespeople won’t be impressed, and lazy salespeople will misinterpret your efforts as an easy gig for them. Sales take extraordinary effort, and the work is never easy. Don’t sugarcoat the job or exaggerate the difficulties.

Hiring Like-Minded People

People are different. If you hit it off with an applicant, that doesn’t mean he or she will be successful. The candidate might have a sales background that’s comparable to yours, but he or she might not have learned the same lessons. Top producers approach sales in radically different ways, so don’t limit your hires to like-minded people.

Delaying Corrective Action

If a new hire isn’t a good fit, it makes no sense to delay taking corrective action – such as assigning a mentor, providing additional sales training or terminating the person.

 

Creating an Appealing Environment for Sales

Building a strong sales culture can help attract top salespeople to your company. Word gets around, and you can publicize your company’s sales culture to get even better results. Managing your salespeople so that can spend more time on selling instead of paperwork is a big draw for many salespeople. Giving them the tools that they need to succeed is also a critical factor in attracting talent.

How to Find Top Sales Talent

The most important recruiting strategy is to build a network of business contacts. The greater your network, the more qualified resumes will arrive at your desk. Keeping a pipeline of sales hiring leads is critical for any organization that relies on sales. Some of the top resources for building a sales referral network include:

Your Own Files

Using recruiting software and applications like predictive index software, which helps to assess a candidate’s strengths and weaknesses, you can search your own files for likely candidates that you might have passed on previously. It’s important to look for sales talent constantly even when you don’t have immediate openings.

Current Sales Staff

Your existing sales staff members likely know some talented salespeople in your industry. Staff referrals usually rank among the best hires because employees know the candidates and the company.

LinkedIn

The strongest social media platform for business is LinkedIn. Top professional salespeople look for jobs and post resumes on the platform. LinkedIn allows you to search for candidates using keywords, demographic profiles, industry experience, and other criteria.

Inbound.org

Inbound.org is an ideal resource for companies that want to hire indoor or inbound sales staff. Candidates on this platform generally have greater experience in digital technologies and software certifications such as Hubspot.

Local Business Groups

There are many local business groups in your community that make excellent sources of sales candidates. Join the local chamber of commerce and other business groups. Many cities have regular business lunches where people from different fields connect over lunch.

Niche Job Boards

Top job boards like Monster.com and others are great hiring resources. Niche job boards are also excellent resources for finding sales candidates. You can post your openings on job boards and check on people who are looking for jobs. Social recruiting is becoming increasingly popular, and you can use recruiting technology software to manage and screen your applications, which is especially helpful if you get too many from social media marketing.

Current Customers

Your existing customers are one of the strongest sources of referrals for sales jobs. Your regular customers know your company and its products, so they can make intelligent referrals for sales staff.

Business Networks

Business networks like BNI are a great source of sales candidates. BNI is the world’s largest business network, and the membership benefits include increased networking opportunities – such as the ability to attend 52 networking meetings a year – and access to professional development programs. You can get sales hiring referrals from all over the world.

Community Groups

Community groups, local colleges, churches, and synagogues almost always have a designated manager or jobs ministry that helps people find employment. Most colleges and universities have job placement offices. Reaching out to these offices is a simple way to expand your outreach efforts.

Referral Incentives

Offering incentives for referrals that result in a new hire is a great way to get quality hiring leads. Employees that come from referrals are proven to stick around longer and be better cultural fits.

Writing Appealing Descriptions

Writing the best possible job description generates substantial hiring benefits. Your descriptions can be posted in marketing, on job boards and on your website to attract top talent.

 

Salespeople Are Found, Trained and Cultivated

There may be a few natural salespeople, but you can’t rely on finding natural superstars. Good salespeople are developed using your company resources, product knowledge, and teamwork. Using recruiting software, arranging third-party assessments of candidates, and building a strong professional network and internal sales culture are the most important steps to successful sales hiring.

At Sprockets, we specialize in finding the right applicant for the job. Our affordable assessment services provide unlimited monthly assessments for just $99 per month. Unlike other companies, we don’t follow generic assessment guidelines but create a customer-specific assessment based on your business’s operating style.

 

Bonus: Before you begin your next hiring cycle, prepare for successful interviews.

Top 4 Benefits of Using AI for Recruiting

Top 4 Benefits of Using AI for Recruiting Sprockets

We live in a world where artificial intelligence (AI) is applied in almost everything, including the process of recruitment. The use of AI for recruiting is only growing.

In our space, the key is to build lasting relationships. When you’re successful at establishing true relationships with applicants, you can make them look forward to your company’s goals and values. In turn, your new hires will become more invested in the company..

However, not all companies are successful in this endeavor.

The process of looking for new people, including establishing connections and retaining them is quite complex. Most companies receive a lot of resumes regularly, in addition to cover letters and recommendations. It can be quite difficult to determine which applicant is suitable for your office environment.

And with the fact that one bad hire can cost your company a staggering $50,000 or more, it’s imperative that you hire the right kind of people.

But imagine this: a technological advancement that allows you to assess people before they’re hired and predicts the success rates of applicants. It’s too good to be true, isn’t it?

But let me tell you this right now: in this day and age, artificial intelligence exists, and it can be used to make the hiring assessments and recruitment process much easier and more effective.

Such technology can perform the many functions of recruitment, including the pre-selection process, resume screening, and interview scheduling. When using AI for recruiting, you can spend more time on the most essential aspects of your company, such as building quality relationships with your best employees.

Adding artificial intelligence to the recruitment process will help you attract the right applicants for the job and make better choices on who fits best to vacant positions.

 

The Role of AI in Recruitment

In recent years, many articles and blogs have discussed AI and its feasibility in the workforce. AI for recruitment took the industry by storm, resulting in numerous HR conferences to tackle this technology’s benefits in the talent industry. Since artificial intelligence technology is one of today’s latest trends, it’s safe to say that we have so many years worth of enjoying what it can do.

Overestimating the capabilities of AI for improving the traditional recruitment process is a challenge. For example, companies can now make time-consuming and complicated tasks faster and simpler by employing virtual assistance. The future of artificial intelligence is so bright because it allows recruiters to complete unified profiles from monolithic data sets, which effectively matches the right skills needed for a vacant position based on the job profiles of the candidates.

 

How Artificial Intelligence is Changing Recruiting

First off, low-level tasks can be automated. It provides the HR team with more detailed information, reducing operational costs. Besides automating administrative processes, modern recruitment software has many other benefits. Other recruitment software can also allow recruiters to assess a candidate’s performance before getting hired.

Artificial intelligence startups make way for immediate value, altering the business model we are all used to. The process of recruitment is one area that creates value only for a very specific period of time, hiding some specific challenges for many tech firms. While they are used to unstable revenue streams, this model also means that recruiters will choose to pay per position over using the SaaS model.

By employing the workings of artificial intelligence, companies can now target specific elements when the recruiting needs are high. Additionally, using recruitment software can also help generate revenue.

 

4 Benefits of Using Artificial Intelligence in Recruitment

1. Automating tasks save time

We cannot stress enough how time is extremely valuable for every business, and the same holds true in the hiring assessments and recruiting industry. It’s possible to estimate the candidate’s skills using the many solutions provided by artificial intelligence. Software based on AI technology only needs a few seconds to analyze an incredible load of data and be able to come up with logical results. This, in turn, saves time, money, and resources.

 

2. Improved hiring quality

The HR department is responsible for selecting the right people out of many applicants. With artificial intelligence, the whole process can be automated and divided into several phases. To evaluate each candidate more effectively, recruiters can focus on collecting more data on each applicant. There are many solutions offered by the technology that help to assess experience and skills using special algorithms.

 

3. Fair decision-making

Regardless of how competent recruitment professionals are in your team, they can still make biased decisions, both consciously and unconsciously. This has become a common problem in many companies, but luckily, using AI in recruiting can counteract this. Business organizations are given the opportunity to hire only the best applicants that best fit what the available position requires due to the fact that all decisions are made based on the resumes and the information sourced from applicants and in their background checks.

 

4. Enhanced application of analytics

The recruitment and hiring team can now choose applicants based on their skills. This may seem basic but the analytics can show which specific position will use their full potential. Using this approach will increase productivity in the workplace. At the same time, it can motivate applicants to work on their skills. Additionally, using artificial intelligence recruiting technology has shown to have more accurate results compared to human recruiters.

 

Applications of Artificial Intelligence in Recruitment

Artificial intelligence has several applications to improve the whole recruitment process. Improvements include targeted advertisements that are shown to the right audience in the right timing. Using artificial intelligence allows for better analysis of users’ online activity by looking into the browsing history of potential candidates. To put it simply, you will have a way to check what your candidates have searched online and what websites are they known to visit. You can even see which of them have checked out your company website, Facebook page, and other social media accounts.

You can also use chatbots to improve more of your services and be able to talk to candidates and applicants. Advanced chatbots will not only hold a conversation, but they can also analyze the response of people using Natural Language Processing. This solution gives you information on whether or not that particular hire has the skills needed by your company. 

You can also make use of virtual assistants to avoid repetitive tasks. These tasks may include posting job ads, choosing candidates, scheduling interviews, and selecting who to hire. This results in a lot of time saved, as well as information saved, so you won’t lose whatever details are necessary for the entire hiring process.

 

Final Thoughts on AI in Recruiting

No matter how advanced and innovative artificial intelligence is, there are still some people who are reluctant to use it. Some people have questioned whether these machines are better than people, going as far to suggest that artificial intelligence will eventually replace them.

The use of AI in recruiting helps hiring managers and HR professionals, not harms. Artificial intelligence is not competition, but a way to increase the value of jobs done by humans.

Hiring assessments and recruiting technology based on artificial intelligence and are a trend that won’t disappear soon. Eventually, the whole world will realize how new opportunities can be derived out of this technology.

 

Talent Talk: Women in Tech with Nina Magnesson

Talent Talk: Women in Tech with Nina Magnesson Sprockets

Check out our second podcast episode of Talent Talk with our guest, Nina Magnesson, who discusses what it’s like for women in tech and how people can work together to build a better future for minorities in the workplace. Nina is the Executive Director for Charleston Women in Tech, a Charleston-based group that empowers women in the workplace and those who are interested in gaining new knowledge.


 

Sarah | Sprockets
Hi. Welcome back to Talent Talk with Sprockets. This is Sarah. And today we have Nina Magnusson who is the Executive Director of Charleston Women in Tech. Welcome Nina. Let’s start out by telling our listeners about your role as Executive Director. Tell us what that entails.

Nina | CHS Women in Tech:
I’ve only recently joined trust in women in tech in that capacity. And at this moment it’s a matter of. Creating a way that we can leverage the over 25 members that we have through our original Meetup group to help advocate for women working in technology.

Sarah | Sprockets:
Wow. Yeah, that’s a large following.

Nina | CHS Women in Tech:
It is a large following and everyday people continue to join me. We haven’t marketed. We never have. It’s just a genuine need. We connect support and prepare women of all ages for careers in technology. And I liken it to let’s say you know what your skillset is you know you graduated from school whether it’s associates to you for your masters. You have those skills know how to do what you do but we are here to help you get to do what you do for a long time. As everyone knows women have been a minority in the tech industry. Still to this day, 74 percent of girls express a desire for a career in STEM fields but only 18 percent of computer science bachelors have. Are from major universities. So yeah.

So we see that there’s a discrepancy between the number of women who would like to be in tech and the number of them actually jumping. There are lots of reasons for that and we are trying to help mitigate and try to make it a more level playing field for women so that they can succeed.

Sarah | Sprockets:
Yes, that’s definitely so important. So how did you get involved when you said this group isn’t marketed. How did you find out about it?

Nina | CHS Women in Tech:
Well this group started actually with the Charleston Digital Corridor and Carolyn Finch who was at that time working for the city of Charleston and the Digital Corridor was running the code camp school there at the digital board where she was running all the curriculum and so she started to sing there were lots and lots of guys who were taking classes and teaching classes and just a few a handful of women that she would come across and so one day she said let’s get together just the women and talk about what it’s like and what you’re doing and you know that was 2014. And ever since then we’ve had I think we’ve had at least one gathering per quarter since then we’ve also had to mention mentorship programs cycle through we’re about to launch another one obvious thing which we’re very excited about which is really you know that is one of the major ways that we can leverage our membership is that we have this amazing pool of knowledge and experience. And so we want to connect all women who have that experience with women so that they can help them you know they can aspire upwards and also reach backward and help others to attain their goals especially if they can let them know things they wish they hadn’t known yet or how to how to accomplish things with her and also learn how to overcome some barriers particularly if they’re the only woman on the team.
So you know what that’s like so inviting my girlfriend Carolyn Finch and myself and a few other women who are engineers I believe Valerie Sessions is the chair of computer science and trust in some university in general where you used to be the senior V.P. for engineering at SNAP. But she’s now in Seattle and I believe Peggy Frazier who’s V.P. of H.R. at blackboard.
At the time we got together and just started to have meetups that had topics relevant to people who needed to connect support and is there a specific person for the mentorships that you tend to attract and who necessarily qualifies as a mentor versus a mentee. That’s a very good question because it’s not necessarily along age lines because right now lots of women are beginning to start their tech careers as a second so they may be in their 50s so they might have a mentor who’s been doing this for 15 years but generally it’s women who are just starting in their career. We’ll find a mentor who has maybe a 20 year veteran in their particular field that they’re interested in. But we had a young woman last night. We did a workshop last night for remote workers because the remote working workforce is exploding and there are lots of women working in technology from home here in Charleston and they also need advocacy they need to feel supported and they need to be here. So last night we had an amazing workshop. And he ran into a young woman who had participated in one of our original mentoring workshops and now she said she just graduated from college. She. Didn’t know where to start. And now I believe it’s about three years later she’s working for Johnson and Johnson. So you actually like design. Yes. And she’s thriving. And she says she still connects with her mentor.

Sarah | Sprockets:
That’s wonderful to hear. Right. Yeah. It’s so important for women to uplift other women. So going into you I know we talked about the community of women in tech. But when these women go out into the workforce what do you think companies should know. How they can help support these women and make them feel welcome if they’re a minority on their team?

Nina | CHS Women in Tech:
It’s a very good question. There are lots of ways that people can be aware for example and I believe it’s across many different cultural lines not just between male and female. If your team has a way of making sure that that is the woman she may or may not be included in social gatherings after work where work is discussed. So be aware that it may happen and that it’s discouraging for a woman. There are subtle ways that women can learn so conscious deliberate listening. Part of the team leaders is been working I don’t think anyone expects men to walk on eggshells. That’s the point. But I do think it’s incumbent on H R. Professionals. To help facilitate a safe work environment without people feeling like they need to be on the defensive. Yeah. Women also. Can work too. I mean we all have our different ways of thinking and they may not be the same way necessarily so.

And that also is a difference from human to human or individual to individual. So but there are lots of communication skills on both sides that could be examined and potentially across the aisle. We have to make sure of that because I don’t think anybody wakes up in the morning and says I’m going to make sure that we just clued in discount woman on our team. I think most of our biases are at this point. Most of them are unconscious but I think we all need to learn how to make those work habits. That’s great.

Sarah | Sprockets:
What advice you have for women we’ll be entering or want to get into the tech field but may have reservations about it?

Nina | CHS Women in Tech:
Well first of all I would join trusted women. That’s the first thing. And so much of technology has to do with an aptitude for learning because the tech industry changes daily and there’s no having arrived. It continues to evolve. It continues to change and so we’re always in a state of being teachable. All right. So I think joining like trusted women in tech which is great to connect with other women to learn what worked and what and that’s why we exist so that we can make sure that those connections are happening. If you are you can just mildly interested in tech.
There’s an amazing new website now that the South Carolina Department numbers department of intervention just launched called SC codes.

So if you’re interested at all in software engineering you can go online and start teaching yourself. And they have mentors through a software program platform as well. As Senator S.C. code Scott o r g. And then I joined Charleston women in tech and then I would also you know there’s so much information on podcasts. Blogs learn and absorb everything. And also I would suggest going to the events. Tech events happening you show up you don’t have to have credentials you don’t have to have anything but an interest in what they’re talking about. No one will look at you and say why are you here or who do you think you are. Or you know there’s no way you’ll ever be able to do this. Because that landscape is changing. Tech doesn’t look like an all-male all-white male youthful it is now much more diverse and could stand to be even more diverse. And we trust women in tech also working towards that I work for a company also called Boomtown which is a real estate software technology platform where real estate brokers nationwide and. And we have a fabulous space on the upper peninsula that we use for community outreach. And one of the things we want to do there is hold a demo palooza. With the National Society of Black Engineers and trust in women in tech. Well, we are having. 20 different stem or professionals scientists technologists. Come and demonstrate some stem technology for the kids and are now adding more.

Thank you. Yes. We’re very excited. October 12th. And people are jumping in. Left and Right. Hardly. Finish the sentence which I’ve read in the paper because a lot of enthusiasm around STEM and want to make sure that the kids realize that STEM is a vital exciting fun wonderful thing to get interested in. When you’re young now when you first are in school and also there are some really great careers in technology that our region is going to be looking for a lot of workforces that do not possess the skills that are jobs. So we especially want students to jump into the STEM professions because we need those skills and teaching to keep our economy going. So there’s a lot riding on getting stem to places where kids may or may not know that they have a potential career path.

Sarah | Sprockets:
Thank you for that, Nina. I just want to backtrack a little bit now. I know you talked about those who are going up through high school and college now who may be interested in the tech industry. What do you think is most important for them to get their first job. Is it being crowding fortifications? Is it internships? What should they know how to prepare for life after college?

Nina | CHS Women in Tech:
That’s a very good question and it’s one that we are all still trying to articulate it particularly for me across the board. Software engineers and But junior level positions are sometimes difficult to come by because. I like to liken it to what you learn from your master. All of the techniques and all the skills and then you have to go on your path. And that’s where you start. All right. So growing software innovative software companies want people them on the road learned soft skills and then lots of sophisticated details that they don’t get to do. So it’s really difficult sometimes for students who just graduated from the computer science department to get their first new developer job because there’s so much that they can’t teach in school. We’re trying to remedy that with more apprenticeships and internships because there are some things you learn just watching teams and dynamics and problem-solving on the fly and really learning how to learn on the spot is a big plus for people we love working in technology sometimes problems come up that you simply have never encountered before and you find yourself having to figure it out on the spot. So. I am hoping that in the future we will get support from the state and also maybe even some federal funding creating internships and apprenticeships where they don’t see this technology because a lot of times scaling companies that are not enormous with Global Arts are. They may be successful but they’re still all hands on deck. Everyone who’s working here is running uphill. They don’t have time to take an intern into what they’re doing showing them what we do. So we actually need an employee to advocate for creating a role for tech companies whose specific job you know whether it’s an HR person or a deaf person.

Sarah | Sprockets:
Thank you. I know your passion for this and helping those who come after you. So Nina as we wrap up today, are there any last pieces of advice you want to give to the Spurs.

Nina | CHS Women in Tech:
Well like I said it’s important to just find out. Look online for the roles that you think you might be interested in and what it takes to become qualified in that particular career and then don’t be afraid to ask for help if you find somebody on LinkedIn has your job that you see that they’ve done for years and years not out of the realm of good manners to reach out to them and say I would love to learn more about what you do that. I actually did that before I moved to Charleston and reached out on LinkedIn to Rachel Hutchison who is the corporate social responsibility director. She’s called something different. But at that time that’s what she was. And I reached out to her on the business. How did you get to be you? And so she took about 45 minutes on me. She had never met before and we had friends in common but not close friends. She talked to me about how family. She did. There now seven years later and I’m doing what she did. So don’t be afraid to ask for help. Don’t be afraid to join us.

Sarah | Sprockets:
Thank you for joining us again. That was Nina Magnuson executive director of Charleston women in tech. See you on the next episode.

Firehouse Subs Franchise Extinguishes Employee Turnover with Sprockets

Firehouse Subs Franchise Extinguishes Employee Turnover with Sprockets Sprockets

Firehouse Subs franchise extinguishing employee turnover by introducing artificial intelligence into their hiring process with Sprockets.

 

5 AUGUST 2019

Little Rock, Arkansas

Sprockets, a Charleston-based technology company, is pleased to announce our latest franchise client, Firehouse Subs. Since its founding in 1994 by former firefighters, Firehouse Subs set out to build a dining experience where their customers were fed well while remaining focused on community involvement with their Public Safety Fund. 

AJ Richichi, CEO of Sprockets, writes “We are thrilled to be working with Firehouse Subs. Every dollar we save their franchisees directly impacts their ability to provide life-saving equipment to local first responders. With turnover costing $4,969 per hourly employee, it has never been more expensive or more important to hire the right people. We are honored to be a smart part of their positive impact on their communities.”

With over 1100 locations, Firehouse Subs provides world-class food and service to their customers. Find a location near you today! 

 

About Sprockets:

Sprockets is an AI-powered platform specifically designed for franchise owners dependent on an hourly workforce. It empowers operators to hire reliable, honest, and hardworking people in an industry plagued with triple-digit turnover and skyrocketing hiring challenges and costs.

 

About Firehouse Subs:

Celebrating 25 years of business in 2019, Firehouse Subs® is a fast-casual restaurant chain with a passion for Hearty and Flavorful Food, Heartfelt Service, and Public Safety. Founded in 1994 by brothers and former firefighters Chris Sorensen and Robin Sorensen, Firehouse Subs is a brand built on decades of fire and police service, hot subs, steamed and piled high with the highest quality meats and cheeses and its commitment to saving lives through the establishment of the non-profit Firehouse Subs Public Safety Foundation®. The founders are the real deal, the food is their creation and the restaurant is built upon a family of franchise operators who share their same passion for generously serving food and community. This year, Firehouse of America, LLC (franchisor for the brand) will donate a portion of all purchases at U.S. Firehouse Subs restaurants to Firehouse Subs Public Safety Foundation, resulting in a minimum donation of one million dollars. Firehouse Subs is consistently recognized as one of the leading brands in the U.S. among consumers. Newsweek recently named Firehouse Subs No. 1 in the fast-casual restaurant industry on its 2019 list of America’s Best Customer Service Brands. In 2018, Firehouse Subs was named the No. 1 brand in the restaurant industry that “Supports Local Community Activities” and ranks No. 1 among Fast Casual brands in “Food Quality” and “Taste and Flavor” in Technomic’s Consumer Brand Metrics rankings. Firehouse Subs was also named No. 2 in “America’s Favorite Fast Casual Chain” rankings by Technomic Ignite.

Enjoy more subs. Save more lives. To learn more, visit https://www.firehousesubs.com.