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4 Reasons Why You Don’t Need Convenience Store Recruiters

4 Reasons Why You Don’t Need Convenience Store Recruiters 1016 528 Sprockets

It may be tempting to utilize convenience store recruiters and hire anyone that applies, especially when you have a shallow applicant pool. While that may seem like the best solution, that tactic will only propel you further into an endless cycle of costly employee turnover. See, you don’t need more applicants — you just need the right ones. 

Save your money and reduce your reliance on applicant flow. We’ll discuss how you can grab job seekers’ attention before your competitors, identify whether or not they are a good fit, and retain your high-quality hires long-term. 

The True Cost of Hiring the Wrong Employee

At a whopping 150%, c-store employee turnover is the highest it’s been since 2012! If you want to build reliable teams who will foster a happy, productive environment, then it’s crucial to hire the right people from the start. Quality over quantity is key since one poor hire can cost your c-store more than $5,000, according to Cornell’s Center for Hospitality Research. Luckily, this expense is easily avoidable if you know how to leverage the resources already at your disposal. 

Say Goodbye to Convenience Store Recruiters and Start…

1. Optimizing Job Postings

How can you make your job opening stand out amongst millions? Put yourself in your applicants’ shoes. Be specific, clear, and concise. Postings with 300 words or less get more applicants, according to LinkedIn. An effective job posting includes an accurate title, required skills, qualifications, company’s culture, mission, core values, and salary details. In fact, 67% of job seekers are more likely to apply for a position when a salary is included. Remember, the quality of your job posting will attract similar quality applicants.

Tip: Get hours back in your day by posting to multiple job boards at once with Sprockets!

2. Hiring for Coachability 

Sometimes, the best hires are the ones who don’t have direct industry experience. You can easily train someone to operate a cash register or prepare food, but you cannot teach them soft skills like coachability. Ask specific questions during the interview process to gauge an applicant’s soft skills. For example, you might ask “Explain a time when you failed to meet expectations. How did you persevere?” to understand how they receive feedback. It’s better to hire for attitude and train for skills. 

3. Maintaining Employee Engagement

C-stores with engaged employees are 22% more profitable than those with unengaged associates. Despite this not-so-shocking fact, 66% of workers aren’t fully engaged at their workplace, leading to a reduction in productivity and employee retention. Ensure your c-store associates feel appreciated (and engaged!) by conducting team-building exercises. Simple games like two truths and a lie instills trust and camaraderie amongst your associates. Plus, having a friend at work is proven to increase employee engagement. 

4. Predicting Applicant Success 

Top brands trust Sprockets’ solution to help them hire and retain the best applicants every time. The platform is proven to boost employee retention by an average of 43%. There’s no need for c-store recruiters because our simple one through ten scoring system (ten being the perfect fit) makes it easy to see who will succeed and stay long-term. Sprockets’ users even spend 37% less time on the hiring process, empowering them to focus on daily operations.

“I’m able to be selective instead of just taking anybody that applies.”

– Sprockets Customer