Attracting Applicants

4 day work week calendar with "free" day Friday

Sprockets Launches 4-Day Work Week to Improve Work-Life Balance

Sprockets Launches 4-Day Work Week to Improve Work-Life Balance 1016 528 Sprockets

We are proud to announce our adoption of a 4-day work week model — that’s 32 hours of work each week with 100% pay. With complete confidence, we are honored to give our employees 50 days of the year back to improve their work-life balance. Here at Sprockets, one of our core values is grind. Our team has tackled a pandemic, labor crisis, and transitioned from an in-person to a fully remote company. There’s nothing our Sprockstars can’t handle! 

We’re rewarding our high achievers with a benefit that matches their work style as well as work-life balance needs. Sprockets CEO and founder AJ Richichi, said, “My hope is that employees can rest, relax, and recharge during their long weekend so they can start the work week with a positive mindset.”

“While having an additional 50 days of ‘me’ time is super beneficial, the transition highlights what we value most at Sprockets and that’s our people.”

What are the Benefits of a 4-Day Work Week?

High achievers like our Sprockstars thrive during a 4-day work week. “We’re a company with lofty goals,” said Sprockets Chief Operating Officer Chadwick Troutman. “The transition into a 4-day work week complements our high-growth strategy.” 

Research continues to prove that a 4-day work week has a domino effect of benefits for both employees and employers, such as:

1. Improved Productivity

For example, Microsoft Japan saw a 40% increase in productivity and overall job satisfaction when they switched to a 4-day work week. Similarly, a New Zealand management company found a 20% increase in productivity when they adopted the same model. More organizations are recognizing the benefits and quickly catching onto this trend. It’s not surprising that job postings featuring a 4-day work week have tripled, according to ZipRecruiter. Since adopting this model, we’ve experienced similar results. “Ultimately, our efforts are becoming more efficient,” Troutman said. “For example, meetings are now shorter with more preparation on the individual’s part beforehand. Laborious processes are being reworked.”

2. Engaged Employees

Organizations with improved productivity tend to have highly engaged employees who are more likely to succeed and stay long-term. “The 4-day work week has me excited about every week,” said Sprockets Account Executive Morgan Lee. “I feel much more motivated to focus during our four days due to the additional energy that I get from an extra day of rest and doing things that bring me joy!” High levels of employee engagement can even increase business profits by 21%

3. Healthy Work-Life Balance

It’s no secret that employees value work-life-balance. 80% of workers say they’d be “more loyal” to their company if they provided flexible work options such as a 4-day work week — we found that to be true. Sprockets Talent Acquisition Manager Katie Tumbleston said, “We’ve engaged with prospective candidates who are specifically targeting companies that realistically provide a better work-life balance.” Research also found that two out of every three employees take less sick days with shortened weeks and are overall happier. Since we implemented this new structure, we’ve experienced similar results. “I personally have Fridays off, which means I can sleep in, workout, and ride into the weekend,” Lee explained. “I am very thankful that I work for a company who values their employees and trusts them with their time management.” 

4. More Top-Tier Applicants 

4-day work weeks are incredibly attractive to applicants, especially top performers. These achievers usually thrive under pressure and enjoy productive days. Shortened weeks are still relatively new — adopting this model would ensure your job posting stands out so you can hire top talent before your competitors. More applicants will apply to your business, so you are more likely to find and retain someone who will mesh well with the rest of your team. “Since adopting the 4-day work week, we’ve certainly seen an uptick in applications,” said Tumbleston. “While having an additional 50 days of ‘me’ time is super beneficial, the transition highlights what we value most at Sprockets and that’s our people.”

What Does This Mean for Current Customers? 

Whether you’re a current customer or a prospect thinking about adding Sprockets to your hiring process, don’t worry — our team will still be available five days a week to answer any questions and help you navigate the platform. Essentially, we divided each of our teams in half. 50% of our company will have Mondays off while the other 50% will have Fridays off. This strategy will ensure team members from every department will be available every business day.

Join Our Team and Enjoy the Benefits

Does a 4-day work week sound like something you’d enjoy? Let us fill you in on the Sprockets mission: We are modernizing hiring for companies and people by removing manual steps in the hiring process. If you’re passionate about creating a smarter, faster, and more equitable experience for all, consider applying to Sprockets! We are hiring for multiple positions which you can find on our career page or our LinkedIn. (Hint: check out our “LinkedIn Life” page to get a glimpse of what it’s like to be a Sprockstar.) 

A hotel receptionist and text reading "Hotel Industry Trends in 2022: What You Need to Know"

Hotel Industry Trends in 2022: What You Need to Know

Hotel Industry Trends in 2022: What You Need to Know 1016 528 Sprockets

Staying ahead of trends is the key to success in a competitive industry like hospitality. It could mean the difference between guests choosing your hotel over a competitor, and on a larger scale, it determines the level of success you can achieve. Make your business the best it can be — and help it stay that way by keeping a keen eye on these hotel industry trends.

One of the top hospitality trends of 2022 is not a positive one, but it can be turned around. We’re talking about the rapidly increasing struggle to attract applicants. Luckily, there’s a free guide that can help: 4 Steps to Reduce Your Reliance on Applicant Flow. You’ll discover how to overcome the labor shortage with ease!

Top 3 Hotel Industry Trends

The Rise of Technology

Unless you own a romantic bed and breakfast in the mountains where the sole purpose is for guests to leave the world behind, then you need to stay ahead of hotel technology trends. And it’s much more than simply offering free Wi-Fi. You need to go above and beyond with technology that creates a top-notch guest experience and sets you apart from competitors. Consider putting Amazon Alexas in every room, offering keyless entry via an app, and adding virtual tours to your website so potential guests can look before they book.

All of your technology doesn’t have to focus on the guest experience, though. Recent innovations can make your life easier, as well, like AI-powered revenue management systems and convenient employee scheduling tools. There’s even a hiring platform that predicts applicant success, empowering you to find the right fit for your hotel and boost employee retention by an average of 43%!

A Greater Focus on Sustainability

87% of travelers want to travel sustainably, and 68% of clients actively seek eco-friendly hotels. So, it’s no longer optional to implement eco-friendly initiatives at your hotel. You must consider sustainable practices if you want to attract the most guests and maximize occupancy. 

There’s a wide variety of green practices you can try, from putting environmentally friendly amenities in bathrooms to installing solar panels on your roof. It can even be as simple as choosing cleaning products that don’t contain any harmful chemicals.

The Growing Popularity of “Bleisure” Trips

Millennials tend to value experiences more than tangible possessions, which might contribute to the recent increase in “bleisure” trips. Essentially, people are extending business trips so that they can stay for a bit longer and enjoy destinations without the stress of work. These “mini-vacations” often involve them bringing friends or family members along. 

Take advantage of this trend by promoting how your hotel can be the best of both worlds. You can advertise conference rooms, workspaces, desks, and your convenient location to business-travel hotspots. Then, you can tie it all together by mentioning how it’s the perfect place to relax with luxurious accommodations and tourist attractions nearby.

Is Your Retention Trending Downward?

One trend that we hate to see is a decrease in hotel employee retention. While some hoteliers simply accept it as part of doing business in the hospitality industry, others solve the problem with Sprockets. Our staffing solution is proven to reduce costly turnover by helping you make the best hiring decisions every time. It reveals which applicants will succeed and stay long-term like your best workers, improving employee retention by an average of 43%!

Get your free, 15-minute demo to quickly stabilize staffing levels at your hotel.

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Smiling restaurant workers and text reading "How Company Culture Attracts Talent and Retains Top Performers"

How Company Culture Attracts Talent and Retains Top Performers

How Company Culture Attracts Talent and Retains Top Performers 1016 528 Sprockets

Have you ever found yourself wondering, “Why is workplace culture important?” There are numerous answers, including the fact that creating a positive workplace culture attracts talent. It can also boost productivity, collaboration, communication, morale, motivation, and even employee retention. The list goes on and on.

Although there are several benefits of having a good company culture, we’ll focus on how it helps recruit and retain high-quality employees. Read on to learn more, including how to improve company culture with our AI-powered hiring solution. It identifies which applicants will mesh well and succeed like your other top performers, empowering you to build the best teams.

Improve Company Culture to Attract and Retain Top Performers

What Is Workplace Culture?

People might have different ways to describe company culture, but it boils down to how workers behave and interact at a particular business. This includes every member of an organization, from cashiers to CEOs, and has a significant impact on employees’ attitudes. It can even affect their mental health, with toxic atmospheres leading to high levels of stress, burnout, absenteeism, and turnover.

How Workplace Culture Can Attract Applicants

You need a top-notch company culture to attract top-notch employees. Job seekers know the benefits of having a strong company culture and want to work for companies that care about the wellbeing of their employees.

As far as getting the word out about your work atmosphere, it can naturally become part of your reputation. Websites like Indeed and Glassdoor allow employees to leave reviews that influence someone’s decision on whether or not to apply. In fact, 55% of job seekers wouldn’t apply to a company with bad reviews. On the other side of the coin, having a positive culture can inspire current employees to refer friends. This is especially beneficial when a top performer brings someone on board who they already work well with.

Also, don’t overlook the importance of highlighting your company culture and core values on job postings. According to a study by Glassdoor, 79% of job seekers consider the company’s mission before applying. Just make sure to keep it brief and put this information near the top of the description because people only spend an average of 14 seconds reading a job posting before deciding to follow through with an application.

Check out our free guide on crafting effective job postings to learn more and boost your applicant flow!

How to Improve Company Culture

If you’re a new or aspiring business owner, it’s crucial that you build a solid foundation for the ideal company culture to grow. (It’s never too late to begin improving workplace culture, though.) Ask yourself these questions to get started:

  • What do I want my business to stand for?
  • How would I like employees to feel when they go to work each day?
  • What core values do I want workers to embody?
  • How can I reflect these core values and empower others to do the same?
  • Are there any teambuilding activities that would promote a positive company culture?

Additionally, provide people with a lot of support and opportunities for career growth. You should also foster employee relationships and offer mentorship opportunities. If implemented properly, new initiatives can create an enticing company culture for high-quality job seekers and make current employees actually look forward to work.

Discover Which Applicants Will Contribute to a Positive Company Culture

A single hire can drastically help or hurt your company culture, but we’ll make sure you select the best applicant every time. Sprockets’ AI-powered solution reveals which potential hires share personality traits with your top performers, ultimately predicting who will succeed and mesh well with the current team. Our software is trusted by top brands and proven to reduce costly employee turnover.

Get your free demo today to start improving company culture and employee retention!

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A smiling cashier with text reading "How to Find and Hire Great Employees Like Your Current Top Performers"

How to Find and Hire Great Employees Like Your Current Top Performers

How to Find and Hire Great Employees Like Your Current Top Performers 1016 528 Sprockets

Would you like to have an all-star team of employees who consistently overachieve and help you surpass your business goals without fail? (Who wouldn’t?) It might sound like fantasy, but it’s possible to build an unstoppable crew full of workers who will succeed and stay long-term. You just need to learn how to find and hire great employees like your current top performers, and it’s easier than you think. We’ll explain the steps for hiring rockstar employees and even show you a simple solution that does all of the work for you!

Identify Your Best Workers

The first step toward hiring great employees is pinpointing your current top performers. One of the best ways to do this is by evaluating specific performance metrics that are relevant to your industry and the position at your company. Some examples include absenteeism rate, revenue per employee, and what’s known as “management by objectives” (MBO). You can also consider customer feedback and manager evaluations, but these are much more subjective.

Learn What Makes Your Top Performers Tick

Naturally, the next step is to determine why your best employees are so successful. How else can you find out which applicants will perform as well? While you can attempt to uncover this information with a list of questions and your gut feelings, we highly recommend using personality assessments. Specifically, you should evaluate employees using an assessment that’s backed by science and proven to work. This will glean important data about an individual’s mental makeup and identify personality traits that are key to their success.

Attract Job Seekers With Similar Personality Traits

Now it’s time to find more top performers to add to your team. Start the recruiting process, but don’t overlook the little things. If you don’t craft effective job postings and select the right job boards, you’re putting yourself at a considerable disadvantage in the battle for sourcing top talent. 

Make sure your description grabs the attention of high-quality job seekers and reels them in with details that resonate with them, like benefits and company core values. Then, choose where you promote your opportunity wisely; you want to meet your target audience on the job boards they are most likely to visit. 

Free Guide: Our e-book, How to Craft Job Postings That Boost Applicant Flow, outlines everything you need to do to reach and recruit top-notch workers.

Screen Applicants to Ensure Smart Hiring Decisions

Once you start seeing the applications roll in, it’s crucial to screen each candidate properly. In addition to interviews and the personality assessments we mentioned, make sure you conduct background checks. (Sprockets users save an average of 50% on background checks compared to leading providers!) This will help you reduce liability, verify information, and further determine if an applicant will be a good fit for your team. The last thing you want to do is hire the wrong person, deal with costly employee turnover, and have to complete the hiring process all over again.

Let Sprockets Do All the Work for You

You can try finding and hiring top performers yourself, or you can let our AI-powered hiring solution do the heavy lifting. It uses brief, three-question surveys to evaluate top performers and create unique success profiles. Then, applicants fill out the same survey to show you simple, red-yellow-green scores that indicate their likelihood of success. It’s trusted and loved by top brands to build stronger, more cohesive teams and boost employee retention by 43%!

Get started with a free demo today. We’d love to help solve your hiring problems!

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A notepad that reads "We're Hiring" and text reading "Labor Shortage Solutions: Learn How Some Businesses Found Success"

Labor Shortage Solutions: Learn How Some Businesses Found Success

Labor Shortage Solutions: Learn How Some Businesses Found Success 1016 528 Sprockets

Employees are the lifeblood of a business, so what do employers do when workers quit in record numbers and their applicant pool dries up? Unfortunately, many have been forced to reduce their hours or simply shut down due to the labor shortage. Many others, however, have thrived despite the labor crisis.

Below, find some potential strategies for dealing with a tight labor market, including the proven solution that top brands like Bojangles trust to hire and retain employees: Sprockets. Our hiring platform empowers businesses to boost employee retention by 43% and spend 37% less time on the hiring process. What would you do with that extra time and peace of mind?

Why Is There a Labor Shortage?

The truth is that there’s no simple, single explanation for what is causing the labor shortage. Of course, many people point to things like health concerns, federal unemployment benefits, and low wages. 

It’s a combination of these factors as well some often-overlooked reasons, like the desire for more work flexibility, a childcare crisis that’s forcing parents to stay home, and early retirements. Industries like food service and hospitality are especially struggling with what has been termed “The Great Resignation,” stemming from entry-level workers questioning what they really want to do with their careers.

What Can Businesses Do to Solve Staffing Problems?

However you choose to slice the staffing crisis, businesses are desperate for solutions. And, it’s not as simple as posting jobs on Indeed, crossing your fingers, and waiting for the applications to roll in. (Although, wouldn’t that be great?) Employers must get creative with out-of-the-box recruitment strategies or shift their focus off of recruitment entirely. Here are some ideas:

The Hiring Solution That Top Brands Trust

At the end of the day, you can’t flip a switch and amplify your recruitment funnel. But imagine you need to fill a position ASAP and only get two applicants — they both seem the same on paper, but one will succeed and stay longer than the other. You can’t afford to make the wrong decision, especially during a labor shortage.

So, don’t risk relying on your gut feeling. Know for sure who will be the right fit for your business by using the Sprockets hiring platform. Top brands trust it to make more informed hiring decisions and thrive despite the labor crisis, including a Bojangles franchise group that achieved 95% employee retention and uncovered $134,000 in savings in only 90 days!

Get a free demo of the Sprockets platform today so you can stabilize staffing levels!

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Someone pointing to a sign that reads "2022 GOALS" and text reading "New Year’s Resolution for Businesses: Hire Smarter in 2022"

New Year’s Resolution for Businesses: Hire Smarter in 2022

New Year’s Resolution for Businesses: Hire Smarter in 2022 1016 528 Sprockets

To all the owners and operators who struggled with staffing in 2021: It’s time to turn over a new leaf by reducing employee turnover in 2022. Don’t worry — it’s easier than you might think. Simply follow the steps below to hire applicants who will succeed and stay long-term. Numerous other businesses have thrived despite the labor shortage by listening to our advice, so what do you have to lose besides the headaches caused by a stressful hiring process? (We doubt you’ll miss those, though.)

3 Steps to Stabilize Staffing Levels in the New Year

1. Save Time by Implementing Hiring Tech

If it feels like there’s not enough time in the day to focus on the hiring process with everything else you need to worry about, you might want to look into tech solutions. Recent advancements have enabled numerous businesses to thrive despite the labor crisis, and technology is only becoming more necessary as time goes on. 

Stay ahead of hiring trends and save valuable time by checking out some of the options we outline in our guide to must-have hiring tech. You’ll discover proven solutions to optimize every step of your process, from screening to scheduling employees.

2. Boost Applicant Flow by Optimizing Job Postings

It’s more important than ever to make your employment opportunities stand out from the millions of other businesses desperate to hire workers. One of the best ways to accomplish this is by creating job postings that resonate with your target audience, shine a light on your company’s differentiating factors, and even contain the right keywords for search engine optimization. It’s also crucial to be selective about the job boards for your advertisement. 

These often-overlooked details could mean the difference between having high-quality candidates to choose from or feeling forced to hire anyone who submits an application. View our free guide on crafting effective job postings to ensure you maintain healthy staffing levels in 2022.

3. Improve Employee Retention by Focusing on Fit

The final and most important step to boosting employee retention in the new year is to focus on fit. For those of you who are unfamiliar with this, fit refers to how well a potential hire would perform in a given role and mesh with the current team. Finding the right fit, as opposed to traditional recruiting methods, involves identifying applicants’ soft skills, like communication and collaboration. A candidate’s mental makeup often proves to be more important than industry experience, essentially putting the relevance of resumes into question with the modern hiring process. 

It’s possible to hire for fit even with a shallow applicant pool. You just need to know what to look for in candidates — or have Sprockets’ AI-powered platform do the work for you. Learn all about it in our guide on how to reduce costly employee turnover.

Achieve All Three With One Proven Solution

Here at Sprockets, our New Year’s resolution is to help you achieve yours! Our hiring platform enables you to accomplish all of the above goals and so much more. Sprockets’ Applicant Matching System reveals which applicants will perform like your top-performing employees, helping you make more informed hiring decisions and improve employee retention. We even have Virtual Recruiters that can review and optimize your job postings to give you a better chance of attracting the right candidates for your business. 

If it sounds too good to be true, feel free to check out the testimonials and success stories from some of our many happy customers. And, make sure you get a free demo of our platform to see for yourself!

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Four women share a laugh with text underneath reading: How Technology Fosters Diversity Recruitment in the Hourly Workforce

How Technology Fosters Diversity Recruitment in the Hourly Workforce

How Technology Fosters Diversity Recruitment in the Hourly Workforce 1016 528 Sprockets

No matter your gender, ethnicity, age, sexuality, or religion, everyone holds some type of implicit bias. Despite this, owners and operators must find a way to foster a diverse and inclusive work environment for all. So, how exactly do you increase diversity and inclusion in recruitment? There are several possibilities, but technology is key to creating diversity recruiting strategies.

Unlike humans, Sprockets’ AI-powered platform is completely unbiased. Our solution solely focuses on hiring for fit by predicting applicant success. It brings much-needed equity to the hiring process. Plus, it’s proven to boost employee retention by 43%! 

 

Why Is Diversity Recruiting Important?

According to the New York Times, there are fewer women in leadership roles than men named “John” due to discrimination. The bottom line is that everyone should be treated equally and given fair opportunities. Unfortunately, this is not always the case, but we can strive to change that. A study conducted by Gartner showed that diverse and inclusive workplaces lead to greater innovation and financial success. Many people prefer to support businesses that value diversity

How Does Technology Attract a Diverse Applicant Pool?

Technology plays a key role in getting a diverse applicant pool. 76% of people consider diversity when applying for a job, and not surprisingly, that number is significantly higher among underrepresented voices. 41% of LGBTQ+ job seekers would not apply to a company lacking diversity compared to 32% non-LGBTQ+ job seekers. Hourly workers want representation and diversity. Studies even show that diversity attracts more diversity. Utilizing technology to foster diversity recruiting will naturally attract a diverse applicant pool, multiplying the success of your initiative.

How to Increase Diversity Through Your Recruitment Practices 

Sprockets’ solution is the diversity recruiting tool you need to predict applicant success without the need for interviews and resumes, which can add bias to the hiring process. Discover how the power of AI diversifies recruitment through our Applicant Matching System, empowering hiring managers to provide job opportunities to individuals who might otherwise face bias. Unlike the standard hiring process, Sprockets creates a unique success profile based on the mental makeup of top-performing employees and evaluates applicants with this benchmark. The user-friendly dashboard then displays a simple red-yellow-green scoring system based on their answers to a brief, three-question survey.  

Our platform encourages diversity recruiting since hiring managers do not need to look at an applicant’s name, picture, or resume to determine whether or not the potential hire is the right fit. Name discrimination — particuarly among people of color — is common, even now. According to the National Bureau of Economic Research, African-American individuals are twice as likely to be unemployed as white people. Despite discrimination laws, Black applicants need to send 15 resumes to receive a callback, while white people only need to send ten to get a callback. Why? Some people unfortunately have a negative perception of race via the name on a resume. Studies even show that people of color who choose to hide or “whiten” their name are more likely to get an interview.

Bring Equity to the Hiring Process With Sprockets

Sprockets’ software combines AI, natural language processing, and more than 50 years of psychology to evaluate applicants’ mental makeup. It does not take into account race, gender, or age; Sprockets is completely objective. Our solution celebrates intellectual diversity — the more diverse the applicants in Sprockets’ Success Profile, the more precise the identification of shared characteristics — further improving the likelihood of successful hires.

 

Person holding a cellphone that displays the TikTok icon with text below reading "Why Top Brands Are Using TikTok for Recruitment (and You Should, Too)

Why Top Brands Are Using TikTok for Recruitment (and You Should, Too)

Why Top Brands Are Using TikTok for Recruitment (and You Should, Too) 1016 528 Sprockets

With nearly 100 million active users in the U.S. alone, TikTok is the latest social media phenomenon. But the fastest-growing social media platform in history is used for so much more than trendy challenges, complex dance moves, and cute pet videos. Top brands like Chipotle and Target have taken to TikTok to recruit potential hires during the labor crisis. Read on to discover what has caused this shift in strategy and why TikTok may be the future of recruitment.

Top brands are also using Sprockets to predict applicant success! Our AI-powered solution reveals which potential hires will perform like your best team members, ultimately boosting employee retention by an average of 43%.

 

Audience Is Key

There are currently 65 million Gen Zers in the U.S., and they will account for 30% of the workforce by 2030. It’s crucial to think the way they do in order to create an effective, lasting recruitment strategy. Some people might say that Gen Z is obsessed with TikTok — they make up over 60% of the platform’s user base. This tech-savvy generation spends around six hours a day on social media, with TikTok being one of their favorite platforms. Targeting Gen Z job seekers on TikTok can widen your applicant pool, empowering you to spend less time searching for your ideal hire. TikTok also targets Gen Alpha — those born after 2010. This generation is still too young to work, but they will be applying for hourly positions in a few years. It’s never too early to prepare! 

Hiring With TikTok Resumes

For the most part, Gen Zers grew up in a digital world surrounded by answers at their fingertips. They don’t want to waste countless hours updating their resumes only to be turned down or, worse, left hanging altogether. The current hiring process is ineffective as it lacks an understanding of an applicant’s passion and personality. TikTok recently launched a pilot program targeting Generation Z, where job seekers were asked to submit a video instead of a resume. As of September 2021, #tiktokresumes has over 343 million views. 

Check out this example of a TikTok resume created by University of Washington student, @makena.yee.

The Difference Between TikTok and Other Social Media Platforms

The purpose of other social media platforms used to recruit applicants is mainly informative, while TikTok’s purpose is entertainment. What makes the video-sharing platform so unique lies in its ability to bridge the gap between applicant and recruiter through shared experiences. It’s “a way to engage with [job seekers] in a way they already like to connect.” The short, 15-second videos allow applicants to highlight their passion and energy in an exciting way. 

TikTok Recruiting Tips

If you decide to hop on the bandwagon and create a profile, you might wonder where to start. Here are a few tips to seamlessly reach your audience:

  • Follow Trends
    • TikTok trends ebb and flow, so it’s important to stay up to date. Take the time to scroll through your “For You” page to see what is trending. 
  • Use Hashtags
    • Similar to other social media platforms, including hashtags in the caption or comment of your video will help target your intended audience — job seekers. It’s important to have a mix of broad and industry-specific hashtags. For example, #jobsearch has over 165 million views and #workingatmcdonalds has 3.1 million views, but they might both be valuable additions to your post.
  • Interact With Others
    • Be sure to like, comment, and share when you see a video that catches your eye — your applicant will appreciate it. Making TikTok videos takes time and creativity. Plus, establishing a connection before an interview is always a bonus. 
  • Duet/Stitch
    • Create a video and enable duet and/or stitch options. For those who are not familiar with these TikTok terms, dueting a video allows users to post a video alongside your original TikTok, and stitching lets users take a part of your original video and add it to their own. 

Replicate Your Top Performers

Similar to TikTok, Sprockets’ solution bridges the gap between talent and opportunity by finding the common thread between your best employees and incoming applicants. Plus, our platform is trusted by top brands like McDonald’s, Taco Bell, and Visiting Angels. On average, our customers see a 43% increase in employee retention, and you could achieve similar success!

Person holding a phone with core values surrounding it. Below the image, text reads "How to Promote Your Company's Core Values to Attract Applicants"

How to Promote Your Company’s Core Values to Attract Applicants

How to Promote Your Company’s Core Values to Attract Applicants 1016 528 Sprockets

Before we dive into company core values, it’s important to understand what attracts candidates to a company in the first place. Some people may say competitive wages, benefits, or even flexible schedules. However, according to a recent survey conducted by Glassdoor, 79% of job applicants would consider a company’s mission and purpose before applying. Company culture and values are even more important amongst millennials and the Gen Z generation. The survey found that more than half of the participants valued company culture over salary.

Easily uncover applicants who are the ideal fit for your business with Sprockets! Our AI-powered platform reveals which applicants will perform like your best employees based on shared personality traits.

What Are Company Core Values?

Company core values are deeply ingrained principles” that guide a company’s actions. In other words, they are businesses’ core beliefs all employees must follow and uphold. For example, company values here at Sprockets include equality and diversity. Both our platform and employees strive to eliminate bias and connect people to possibilities. 

What Are the Best Company Core Values?

There’s no template set-in-stone for  good core values a company should follow. Every business is unique in its own way. Rather than copy another company’s core values, it’s best to be authentic and honest when establishing your company’s core values. For example, if one of your core values is teamwork, your employees’ behavior and company culture  should reflect that. How do your employees work together as a team? Why do you value teamwork? 

How to Promote Company Core Values

In terms of employer branding and recruitment, you must promote your company’s core values to attract applicants who also share those beliefs. It’s clear job seekers want more meaningful experiences from companies whose values align with their own — this is especially important for hiring managers. Once you have established your company’s core values, you’re more likely to find the right fit when building your team. This can lead to a boost in company morale, employee retention, and overall productivity. 

Job Posting

Make sure you highlight your company’s core values in job postings. You’d be surprised how many companies forget to include their company values, so this is your chance to get ahead of the competition!

Social Media

LinkedIn, Facebook, and other social media platforms are great resources for promoting your company’s core values. Be creative! Post a picture of your employees exhibiting a specific core value. Create a video speaking about your core values and why they matter. Whichever medium you choose, remember to be authentic. 

Interview Question

Be specific during all of your interviews. Ask applicants certain questions to gain an understanding of their values. If they align with your company values, great! They might be a fantastic addition to your team. If they don’t align with your core values, however, you might want to move on to another candidate. 

Make a Donation

Whether you choose to donate money or time, actively supporting your company’s core beliefs sets your company apart from others. 

Predict New Hire Success With Sprockets!

See which applicants will perform like your best employees. Our brief, three question survey reveals everything you need to know about candidates before the interviews, eliminating wasted time and moneySprockets’ solution is proven to improve retention by 43%, allowing owners and operators to focus on daily operations, (like improving company culture and core values).

Someone on a laptop and text reading, "5 of the Best Job Board Sites for Employers"

5 of the Best Job Board Sites for Employers

5 of the Best Job Board Sites for Employers 1016 528 Sprockets

There are millions of employment opportunities available to job seekers at any given moment, so how do you make yours stand out from the crowd? First, you must decide where you plan to advertise your open position. We recommend choosing at least a few from our list of the best job board sites for employers. After all, you want to expand your reach as much as possible to maximize your chances of attracting high-quality applicants. However, you should do so strategically. Learn about some of the most effective online job boards and post on the ones that your target audience would most likely use.

Note: Keep in mind that many of the best job boards charge fees. You might quickly find yourself spending hundreds of dollars — that you can’t afford to spend — on job postings. Luckily, Sprockets enables you to post jobs for free on popular websites! You’ll even get the retention-improving power of our Applicant Matching System.

The Top Job Board Websites for Employers

Snagajob

If you’re looking to snag some of the best hourly workers for your business, try posting on Snagajob. Their website helps you reach millions of job seekers for industries like fast-food service, retail, and hospitality. They help two-thirds of the hourly workers in the US find jobs each year!

ZipRecruiter

The ZipRecruiter employer dashboard is all about enabling businesses to improve their speed of hire. Their user-friendly interface and sophisticated algorithm help you to find high-quality applicants quickly. It automatically scans resumes to find people who are likely to be interested in, and succeed at, your open position.

Adzuna

Adzuna is another excellent option with job-board software that incorporates data and smart matching technology to recruit candidates. Similar to Snagajob, Adzuna gets millions of visitors each month, so there’s a good chance that the right fit will find your post. Best of all, they charge based on applicant response rate, so you can save a little extra money and focus on people who are actually interested in working for you.

Upward

If customization and convenience are crucial to your recruiting strategy, then Upward is the way to go. Their website allows you to use premade job description templates, message applicants directly, rate candidates, and add filtering questions to weed out people who you wouldn’t want to spend time interviewing anyway. Pricing starts at $50 per job post.

Indeed

Of course, a list of the best recruitment sites for employers is incomplete without mentioning Indeed. The Indeed employer dashboard is used by numerous business owners and hiring managers, and it’s no surprise why. Indeed reaches over 250 million job candidates each month and allows users to manage the hiring process from start to finish. Plus, it’s home to several helpful guides and resources for recruiters.

Post Jobs for Free

A man on a laptop posting jobsThe hiring process is costly enough, especially when you account for employee turnover. Consider all of the lost knowledge, productivity, and team morale that can occur when you lose a valuable crew member — not to mention the negative impact it can have on the customer experience. Why would you want to add another expense?

Instead, use Sprockets to avoid job board fees and reduce costly turnover! Our AI-powered platform allows you to post jobs for free to Snagajob, ZipRecruiter, Adzuna, Upward, and more from within your dashboard. Plus, you get our Applicant Matching System that reveals which applicants are most likely to succeed and stay long-term, ultimately helping you improve employee retention.