Company Culture

College graduate holding her diploma with text below reading: 7 Unique Types of Employee Benefits to Offer Hourly Workers

7 Unique Types of Employee Benefits to Offer Hourly Workers

7 Unique Types of Employee Benefits to Offer Hourly Workers 1016 528 Sprockets

The average wage for a fast food worker in the U.S. is $12.43, though the federal minimum wage remains at just $7.25/hour. However, many people simply won’t accept the bare minimum. Job seekers want competitive wages, opportunities for growth, and the best employee benefits. Employers must get creative with employee benefits if they want to attract and retain hourly workers.

Get ahead of the competition and hire your ideal employees with Sprockets! Our Applicant Matching System creates unique success profiles based on your current top performers and reveals which applicants will succeed and stay long-term. 

 

 

Aside from industry standard benefits — medical, life, disability insurance, etc. — here are seven creative types of employee benefits to offer your hourly workers.

1. Sign-on Bonuses

Companies like Papa John’s and McDonald’s have started to offer their hourly workers sign-on bonuses. The food service industry, in particular, is facing record-high turnover rates, so it’s crucial to attract and retain applicants. Employees will get to enjoy the instant gratification of cash in their pocket and will likely be more motivated to stay at your business long-term. It’s a win-win. 

2. Gym Membership Discounts

Encourage your hourly workers to maintain a healthy lifestyle by offering gym membership discounts! Regular exercise can boost employee engagement and productivity. The healthier your hourly workers are, the more likely they will come to work energized and ready to conquer the day. 

3. Scholarship Opportunities

Seeking a degree is costly, so why not reward your hourly workers with free education? Top brands like Taco Bell currently offer exclusive scholarship opportunities for employees. Their Live Más Scholarship will be awarding Taco Bell employees with $7 million in 2021. 

4. Tuition Reimbursement

Approximately 43 million Americans are currently burdened by student loan debt. Some companies, like Chick-fil-A and McDonald’s, have taken it upon themselves to offer their employees tuition assistance or reimbursement. 

So, what is tuition reimbursement? Employers agree to pay a specific amount or percentage of their employees’ higher education for a degree if the employee works a certain amount of hours per week. Usually, the study program relates to their current career, but that is not always a requirement. Offering tuition reimbursement to your hourly workers can benefit your company since your employees are less likely to leave and seek higher wages elsewhere.

5. Workplace Counseling

Stress is inevitable, regardless of the industry you work in. Consider implementing Employee Assistance Program (EAP) benefits such as workplace counseling. This gives them access to therapists who work with employees to reduce stress that could impact employees’ ability to do their job. Workplace counseling aims to provide a healthy environment as it benefits both employers and hourly workers. Employees have a safe, confidential place to discuss problems, solutions, and useful skills, and businesses generally see lower turnover rates, higher employee attendance, and better productivity. 

6. Childcare Services

62% of parents in the U.S. struggle to find childcare so they can support themselves and their family. Additionally, 83% of millennials say they would leave a job for one that provided more family-friendly services like childcare. This employee benefit program is often overlooked or forgotten by employers, so if you have the resources to do so, it would make many parents happy. Plus, childcare services will boost employee recruitment, retention, and attendance.

7. Charitable Donations

Consider making a donation in your hourly worker’s name to a charity of their choice. A Senior Helping Seniors franchise implemented this program to attract more caregivers to their locations, and so can you!

Bonus Benefit: Being Part of a Cohesive Team

In addition to implementing several types of employee benefits, hire individuals who will mesh well and succeed like your best hourly workers! Sprockets’ Applicant Matching System empowers owners and operators to predict applicant success based on the mental makeup of top team members, ultimately reducing costly turnover by 22%! Our AI-powered solution is proven to work and is trusted by top brands like McDonald’s and Taco Bell.

 

A man washing dishes with text reading, "Hard Skills vs. Soft Skills: What Truly Matters in the Workplace"

Hard Skills vs. Soft Skills: What Truly Matters in the Workplace

Hard Skills vs. Soft Skills: What Truly Matters in the Workplace 1016 528 Sprockets

A business is only as good as its employees, so how do you build the best team possible? The answer is simple: Find applicants with the ideal combination of hard and soft skills. It’s easy (although time-consuming) to simply filter through resumes based on specific criteria like education and industry experience. This may prove effective for finding people who can fulfill their roles and do the bare minimum, but it’s only a small piece of the puzzle. 

We challenge you to go beyond the resume to gather a group of people who will go above and beyond as individuals, and most importantly, as a team. Learn what we mean by hard skills vs. soft skills and discover how you can use Sprockets’ AI-powered platform to easily identify the ideal applicants!

Hard Skills Versus Soft Skills in the Workplace

What’s the Difference Between Hard and Soft Skills?

While hard skills (also known as technical skills) show an applicant’s ability to perform certain tasks, soft skills are the personality traits that reveal how they’ll behave in the workplace. They can be more difficult to pinpoint than hard skills, which are easily measurable, but finding employees with the right set of soft skills has a direct impact on the performance of your business.

Examples of Hard Skills:

  • Computer Programming
  • Graphic Design
  • Marketing
  • Sales
  • Video Production

Examples of Soft Skills:

  • Adaptability
  • Communication
  • Collaboration
  • Creativity
  • Leadership

Why Are Soft Skills Important?

An applicant is more than a resume — they are a person with their own unique goals, interests, and personalities. While a potential hire might possess the right skills on paper, they might not mesh well with your team or company culture and end up leaving after a month. Then, you have to start the hiring process all over again, costing you valuable time and money. (That’s definitely not a budget-friendly recruitment strategy.) Avoid potential headaches, expenses, and lost productivity by making soft skills a major part of your recruitment strategy. They’re often more important than hard skills!

See Which Applicants Have the Ideal Soft Skills

Someone on a laptop hiring hourly employees with SprocketsYou essentially have two options when it comes to identifying soft skills: Ask applicants specific questions during the interview process and rely on your gut feeling or use Sprockets’ AI-powered solution to measure over 50 personality traits for you! Our Applicant Matching System predicts success by evaluating potential hires based on the mental makeup of your current top-performing employees. You’ll see simple “fit scores” from one to 10 and know who you should hire even before the interview!

A man cleaning tables at a restaurant and text reading, "How to Manage an Underperforming Employee"

How to Manage an Underperforming Employee: The Easy Way

How to Manage an Underperforming Employee: The Easy Way 1016 528 Sprockets

As a business owner or operator, you are bound to face underperforming employees at one point or another. Either they are not providing the output required by their position, or there is a significant decrease in the quality of their work. But, while underperformance might be considered natural with the ebb and flow of a business, it can affect other workers if not handled quickly, ultimately undermining the performance of your whole organization.

There are a number of proven strategies for managing underperforming employees. Having a formal process will help manage this without the risk of breaching any employment contract or registration. Let’s take a look at how you can accomplish this.

Characteristics of an Underperforming Employee

Your first move should be to identify the underperforming employee.

An underperforming employee is typically one who:

  •         Consistently fails to meet deadlines
  •         Has a poor record of quality in their work
  •         Displays laziness when it comes to task execution
  •         Provides poor customer service

Therefore, take a look at your team members and ask yourself which ones exhibit the above traits. You can do this by merely observing them or using information from their performance reports.

How Do You Inspire an Underperforming Employee?

Now that you’ve discovered who the “weak links” are, your next move is to help them get back on track, right? Well, it is important to first understand the cause of the underperformance. You can then come up with an appropriate plan of action.

What Is Causing the Underperformance?

In some cases, you’ll find the reason behind the underperformance is beyond the employee’s control. For instance, the employee might not be performing simply because they don’t fully understand what is expected of them or they lack sufficient training.

Start by asking the following questions:

  •         Does the employee have the essential skills needed for the job?
  •         Does the employee fully know what is expected for their role?
  •         Did the company give the employee enough training before starting the job?
  •         Is it possible that their workload is too high?
  •         Could the employee be facing personal issues that hinder them from doing their job?
  •         Is there effective communication between the employee and management?
  •         Is there a motivation issue, like the employee wanting recognition or a promotion?

Most of these cases can be solved with a bit of training or improvement in communication. As an employer, it is your duty to ensure that the employees have all the tools necessary to accomplish the task at hand.

Tips for Managing Underperforming Employees

Here are a few steps you can take to handle the underperformance issues:

1. Active Listening

The only way you can identify what is really causing the underperformance is by actively listening to the employee. For best results, you want to use a friendly, informal approach. Employees feel motivated when they know that management is keen to listen to them without bias.

Start by asking how the employee is doing and whether something is bothering them. Remain neutral and empathetic, looking at the situation from their side. You can also involve their line manager or supervisor in the chat. Since they already have a working relationship, it might be easier talking through them. Finally, end the conversation with a note for improvement. Encourage the employee that they are free to voice their concerns whenever they want.

2. Consistent Feedback

Constructive criticism has been proven to encourage employees to perform well while making them feel fulfilled. It helps them know where they are doing well and which areas still need improvement.

The key here is to do it regularly. During the time, make sure you let the employee voice their opinions or concerns.

3. Personalized Training

If you discover that the underperformance is due to insufficient training, your best move would be to offer personalized training while tracking changes in performance. Teaching some underrated skills, such as soft skills in presentation and communication, can go a long way in improving employee morale and performance.

Once you identify where they fall short, focus on addressing those specific weaknesses. This should help solve the problem.

4. Clear Expectations

Ensure that the employee knows the objectives that they are expected to meet so they can actively work towards achieving them. By the end of the chat, they should have a holistic understanding of where they fit in the organization as well as how their contribution impacts the organization.

5. Performance Goals

Next up is to lay out the performance goals together with the employee. The trick is to use techniques like SMART. This means the performance indicators should be Specific, Measurable, Achievable, Relevant, and Timely.

It is crucial that you involve the employee in setting their own goals. This way, they’ll be more committed to achieving the goal.

6. Effective Recruitment

Often, you’ll find underperformance tracing back to the onboarding process.  Either the employee’s skills were not matched to the role assigned when hiring, or they were not clearly told what is expected of them. In this case, you’ll need to restructure your recruitment or onboarding process.

When recruiting, always check that the employee has the required skills. Ultimately, this will result in a quality team of workers.

7. “Silent” Aide

Sometimes, assigning a “silent” aide to the underperforming employee may be the best solution. This can be in the form of an employee who is in the same department that can help mentor them. Just keep in mind that the aide should still be able to execute their own role without distraction.

8. Recognition

The reason for underperformance can also be because the employee gets no incentives or rewards for a job well done. Naturally, the employee feels unappreciated and gradually stops making any effort. You can solve this by setting up a recognition program to keep your employees motivated to do better.

9. Disciplinary Action

It is important to follow up with a second meeting to review their performance. Here is where you go over the previously set goals and give respective feedback. If the employee is still unwilling to improve, then disciplinary action can be taken. This can be through a formal warning or even termination of employment. Of course, this has to follow the guidelines set in the company’s policy. Always keep a written record of the discussions that you have with the employee in case the information is required in the future.

10. Predict Applicant Success With Sprockets

A seasonal employee at a restaurantSometimes the cause of an underperforming employee could be due to them not having the right company fit. If that’s the case for some underperforming employees, let Sprockets AI-powered platform assist in the hiring quality of your future talent. Our applicant matching software is used to find applicants based on the top-performing employees in your company and reduce employee turnover. Improving your hiring process today won’t only save you time, but also save your company money in the long run. Schedule a demo today to learn more!

A restaurant worker and text reading, "What Are the Traits of Engaged Employees?"

What Are the Traits of Engaged Employees?

What Are the Traits of Engaged Employees? 1016 528 Sprockets

Often underrated, engaged employees are one of the greatest assets you can have as a business owner or operator. These select individuals are highly motivated and enthusiastic about what they do. They go the extra mile in making sure their deliverables are met, ultimately translating to better productivity and profits for your organization.

Engaged individuals are also generally more pleasant to be around. They are like a breath of fresh air in the workplace, making it enjoyable and lively for everyone coming to work. It is vital that you learn to identify engaged employees and spot those whose engagement is lacking so you can work out a strategy on how to increase overall productivity. Now, while there are a lot of distinguishable traits that can help identify engaged employees, we will take a look at the ones that actually matter.

What Defines an Engaged Employee?

An engaged employee can best be described as an individual who is highly driven and motivated to do their work well. Engaged employees have a deep emotional commitment to fulfilling their role, helping their team, and achieving company goals. They connect to your organization’s missions and actively work toward making a contribution to its success.

From that definition alone, it is pretty easy to spot an engaged employee. It will be the person who’s always running up and down, doing the most in the organization. You’ll find them following up on ongoing projects, offering suggestions and feedback even without being prompted. All in all, engaged individuals do not shy away from responsibilities. They always do their best to give satisfactory output.

While these traits might seem minor, they can go a long way in keeping your business ahead of the competition.

Characteristics of Highly Engaged Teams and Employees Include

While there are several traits that can be linked to engaged employees, here are the most fundamental traits you’ll spot:

1. Reliable

Engaged employees can always be trusted to deliver on time. Whenever they have a task delegated or assigned to them, they will do it wholeheartedly and see to its completion regardless of the circumstances. They will carry out the task with a positive mindset because they believe their objectives are aligned with those of the organization.

2. Positive

These are the employees that harbor the “can-do” approach to any task assigned to them. They are open to new, challenging assignments and have the emotional capacity to handle them without complaining.

Engaged employees carry with them an aura of positivity, and they are always happy to be at the workplace. You won’t find them quarreling, or making excuses for failed tasks. Basically, they seemingly work toward easing your burden as a manager.

3. Collaborative

These sorts of employees are always happy to assist when needed and are great team players. Since their goals align with those of the organization, they will happily work with others to get the job done, rather than only focus on their own duties.

Collaboration also means actually wanting other colleagues to achieve their goals while helping them get there. Engaged employees are quick to adapt and support each other even without the intervention of their superiors.

Overall, the workplace becomes more pleasant for workers. Productivity also increases since employees are working together instead of competing against each other.

4. Motivated

Whenever a project begins, an engaged employee will be fully committed to seeing it through. These employees show up on time, even working additional hours until their share of work is complete.

Such employees are willing to do difficult tasks without any resentment. They know almost all the processes within the organization, even in different departments.

5. Resilient

In the case of a setback, engaged employees always bounce back quickly. They take setbacks as lessons and learn how to prevent them from recurring.

They are great students of change and are often the ones encouraging their colleagues to keep up and not get disheartened. Ultimately, by fostering such work ethic, your organization and its various departments learn how to better handle downtime.

6. Innovative

These employees do not back down from challenges. They face them head-on and come up with new and creative ways of solving them. This means being able to see beyond the day-to-day tasks and embrace the bigger picture. By doing so, it inspires fresh ideas. An engaged employee will think outside the box and take calculated risks for the sake of improving the organization.

7. Well-Spoken

Effective communication keeps the workflow easy and open throughout the organization. People are able to express their ideas and concerns and ultimately inspire improvements. Engaged employees are able to do this effortlessly. They are not afraid to share their opinions with their peers or higher-level colleagues.

Communication skills also include being a good listener. An engaged employee will take and give constructive feedback and know the exact role they play in the organization. Instead of relying on speculations and assumptions, engaged employees seek clarity in everything they do, leading to efficient operations.

What You Should Do If Your Employees Are Disengaged

While not everybody can be an engaged employee right from the start, that doesn’t mean you give up on them. Some of them just need a little push to get there. Below are some proven ways to improve employee engagement:

1. Mentorship Programs

Mentorship programs are some of the best ways of instilling values or educating a group of individuals. You can start by establishing a program that focuses on improving your employees’ weaknesses and boosting their strengths.

A great way to do this would be having them choose a leader or colleague in the organization who excels where they are weak. This will give them a chance to grow and track their progress.

2. Recognition

Another great way of boosting employee morale is by giving them recognition when they do a good job or achieve a milestone. This will let your employees know they are valued and even increase team participation. You can achieve this via simple things, such as congratulatory emails, bonuses, and mentions in company meetings.

3. Team Building

Employees take comfort knowing that their needs are listened to and that they have the support of the organization behind them. You can do this through team-building and empowerment programs.

Giving your employees a voice in key decisions revolving around their expertise makes them feel important. Team building will make them feel like they belong to the organization and are part of the team. You can come up with simple routines, like outings for lunch-and-learns or delegating other important tasks to other members of the team.

Hire the Best Workers From the Start

Restaurant workers in a team meeting

Finding engaged employees really starts with sourcing the right talent from the beginning. At Sprockets, we believe that it is crucial to find someone who meshes with your team and fits into the company with their attitude, work ethic, and values.

We have developed AI-powered software that makes finding good employees easier than ever. Our applicant matching software does this by analyzing your top talent and identifying the most suitable applicants for your organization. Also, Sprockets allows you to keep open positions in front of the applicants who best fit your organization with our virtual recruiter and sourcing tools. To learn more, feel free to contact one of our platform experts today for a free demo.

Anxious woman sitting with hands against her temples. A teal banner with text below reads: Why Mental Health in the Workplace Matters: What You Need to Know

Why Mental Health in the Workplace Matters: What You Need to Know

Why Mental Health in the Workplace Matters: What You Need to Know 1016 528 Sprockets

It’s easy to get swept up in the numbers, but employers must be able to take a step back and prioritize the well-being of their employees. Mental health is an often-overlooked yet significantly impactful factor in maintaining a happy, healthy, productive team. If you’re feeling anxious, hopeless, or irritable, understand that you are not alone. 1 in 5 adults — approximately 47 million people — struggle with mental health, and those numbers are only increasing. Nearly half of all U.S. workers have been suffering from mental health issues since the beginning of the COVID-19 pandemic. When one’s mental state is unhealthy, it can affect relationships with their family, friends, co-workers, and even customers. Simply put, it’s crucial to promote mental health in the workplace, so read on to learn more and discover ideas for supporting your workforce.  

Mental Health Stigma in the Workplace

Mental health is health. It’s just as important as physical health, and yet, it’s not always taken as seriously as it should be, particularly in the workplace. This can lead to a negative stigma surrounding mental health and well-being. According to Forbes, 62% of workers are afraid to take a mental health day because they’re worried that their employers won’t take them seriously. Many employees also fear that taking a mental health day will make them appear lazy. However, taking a mental health day off is actually one of the best ways to de-stress, relax, and recharge your mind for a more productive workday. 

How to Promote Mental Health and Wellbeing in the Workplace

Studies show there is a clear relationship between job satisfaction and employees’ mental health: “Poor mental health impairs job performance and interpersonal communication… it may have negative effects not only on job satisfaction but also on the safety and quality of services.” 

Additionally, working long hours has a negative effect on mental health and often manifests in severe stress and depression. Unlike physical injuries, you cannot see if a person is hurting on the inside. It’s crucial employers value mental well-being to create a healthy environment. 

Here are a few ways to support mental health in the workplace:

  • Open Discussions 
    • Prioritizing mental well-being is nothing to be ashamed of. As an owner, operator, or manager, start an open discussion with your employees either as a group or during a one on one. Showing that you care about them as a person — not just an employee — will help them feel comfortable taking a mental health day off. 
  • Promote Health Days
    • A traditional “sick day” implies a physical illness, which can create anxiety when an individual needs a mental health day. Instead, some companies have started to promote “health days” to combat this connotation. 
  • Implement Mental Health Awareness Training
    • Understanding the importance of mental health is crucial if you want to create a positive, comfortable company culture. Mental health awareness training for employees, as well as mental health awareness for employers, provides useful tools to manage stress and levels of anxiety and/or depression. In some training, workers learn how to support someone experiencing negative mental health effects. 
  • Offer Access to Mental Health Programs
    • Consider offering your employees access to mental health programs such as an Employee Assistance Program (EAP). An EAP often provides employees with therapy and counseling services at little to no charge. This safe-net can lead to reduced stress and increased productivity in the workplace.

Support Your Employees

Whatever industry you occupy, your employees’ physical and mental well-being play a crucial role in day-to-day success. Mental health in the workplace should not have negative stigma, especially when it comes to your employees. After all, we are only human. Reach out to third parties like Substance Abuse and Mental Health Services Administration (SAMHSA) if you are especially concerned about a team member. 

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 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).

Woman shaking hands with hiring manager with text below reading: The COVID-19 Pandemic and Its Permanent Impact on Hiring

The COVID-19 Pandemic and Its Permanent Impact on Hiring

The COVID-19 Pandemic and Its Permanent Impact on Hiring 1016 528 Sprockets

At the beginning of the COVID-19 pandemic, everyone wanted to “return to normal”. However, with the end of the pandemic nowhere in sight, businesses have had to adjust their recruitment process. Pandemic hiring practices — and pandemic jobs — are here to stay. So, what does that mean for the future of recruitment? Which COVID-19 practices will hiring managers continue to follow in a post-pandemic world? Read on to discover the various ways the COVID-19 pandemic has changed the hiring process. 

Perhaps one of the most significant changes is the increased importance of hiring top-notch employees quickly. Luckily, Sprocket’s AI-powered solution reveals which applicants will perform like your top-performing employees. Save time, money, and only hire the ideal applicants with Sprockets. Average users spend 37% less time on the hiring process!

 

 

COVID-19’s Impact on Hiring

Virtual Hiring Process

Several businesses — regardless of industry — are utilizing technology to communicate, implement, and execute work-related tasks since face-to face hiring is not always an option. According to Pew Research Center, 71% of Americans are currently working from home and 54% want to work from home post-pandemic. While no one knows when COVID-19 will end, it’s safe to say remote work is here to stay. (That also means business-casual on top and sweatpants on bottom could be the new norm.)

Health and Safety Precautions

However, not all businesses can function with a remote workforce. These companies must follow certain health and safety precautions to continue operating in person. Following the CDC guidelines, regular hand washing, sanitizing, and cleaning of high-touch surfaces are now common practices. This allows hiring managers and their interviewees to feel safe during in-person interviews. Although these guidelines may lift post-pandemic, it is likely that the emphasis of cleanliness will stay to reduce transmission of colds, the flu, and other common illnesses. According to Building Service Contractors Association International, regularly sanitizing high points of contact can save employers “more than $225 billion dollars a year in lost productivity.” 

Importance of Internal Hiring

During these trying times, hiring quality applicants is tough. Even attracting workers can often be a challenge. Since the beginning of COVID-19, internal hiring has increased 15 to 20%. Selecting candidates from within your organization has its benefits. According to LinkedIn, internal hiring can improve overall employee retention. Internal hires will likely stay twice as long since they are already familiar with the company.

Emphasis on Equality, Diversity, and Inclusion

With so many employers switching to a hybrid or completely virtual approach, more people are available for opportunities they would not have been able to fulfill pre-pandemic. Remote work widens the applicant pool, allowing employers to choose their ideal applicant, even if they are not from the business’s physical location. This empowers businesses to hire employees from a variety of backgrounds. The increased emphasis on equality, diversity, and inclusion can be attributed to the realization that policies set in place — such as virtual work — affect everyone differently. Fostering an inclusive workplace for everyone is crucial to success as we continue to fight bias, racism, and xenophobia. Employers must make sure all employees are given appropriate accommodations to meet their individual needs.

Overcome Hiring Challenges With Sprockets

Our AI-powered platform empowers hiring managers to predict the best “fit” for any given position, ultimately saving valuable time and money while maintaining optimal staffing levels during difficult times. A brief, three-question survey reveals everything you need to know about an applicant before the interview. Humanize your hiring process, prevent bias, and increase overall diversity with Sprockets!

 

A Gen Z worker on his phone with text reading "5 Tips for Managing Generation Z Employees in the Workplace"

5 Tips for Managing Generation Z Employees in the Workplace

5 Tips for Managing Generation Z Employees in the Workplace 1016 528 Sprockets

Generation Z is making its way into the business world with tremendous strides, but are you managing members of this group to the best of your ability? Every generation is unique, so owners and operators must adapt their management styles to bring out the best in these new employees. Defined as any individual born after 1997, Gen Zers can be vastly different from Millennials. They’ve had separate sets of life experiences that molded them into the people they are today, which could also affect how they view companies and behave at work.

So, the question remains: What are the best tips for managing Generation Z employees in the workplace? Find out below to start increasing productivity and improving retention!

Managing Gen Z Employees in the Workplace

1. Hire the Ideal Gen Z Workers for Your Business

The oldest Gen Zers are in their late teens and early twenties, which means many of them are searching for entry-level positions that typically involve hourly pay. That’s great news for industries such as fast-food service, home health care, and retail, which rely on hiring young, energetic individuals. 

However, it’s still crucial to be selective about who you hire. Onboarding employees quickly to save time can end up wasting more resources when workers don’t meet expectations. That’s why you should utilize tools such as Sprockets’ AI-powered platform with a sophisticated applicant matching system. It reveals which applicants are likely to succeed and stay long-term, ultimately improving retention and making it easier to manage Gen Z employees. It even includes free job postings to help augment sourcing efforts!

2. Maintain a Positive Company Culture

As with most generations, Gen Z is looking to work for businesses that cultivate positive company cultures. They’d like to enjoy the work they do and feel valued, which ultimately leads to higher productivity, better team morale, and more employee engagement with Gen Z workers. Take time to get to know your employees, request feedback on your management style, encourage diversity, and recognize hard work. (You can find even more ideas for creating Generation Z’s preferred work environment in our blog on 10 Tips for Creating a Positive Company Culture!)

3. Allow for Work-Life Balance

Similar to company culture, Gen Z employees also seek positions at businesses that allow them to maintain a work-life balance. As much as someone might love their job, it’s important to provide breaks, PTO, and flexible schedules so they can lead healthy lives outside of work hours. Otherwise, you risk burnout, reduced productivity, and even costly employee turnover.

4. Ease Health Concerns in the Workplace

As we mentioned earlier, every generation has unique life experiences that can influence their outlook and behavior. In this case, the COVID-19 pandemic is likely one of the most impactful events for Generation Z. In a Pew Research Center study conducted in March 2020, half of Gen Zers from age 18 to 23 stated that they, or a member of their household, had been financially affected by the pandemic. Another report by Deloitte explains that worries about health and finances are growing concerns among Gen Z. Make sure you implement processes that ease concerns around job stability and health — both physical and mental health.

5. Embrace Technology

Technology also plays a major role in the lives of Gen Zers, with smartphones and social media platforms at the forefront of their daily routines. It’s critical for managers to embrace this movement and use digital tools that improve the workplace environment. Check out our blog on How to Use HR Tech to Elevate Your Company Culture for some ideas.

Attract and Retain the Best Gen Zers With Sprockets

The Sprockets platformIt makes a significant difference in managing and motivating Gen Z employees at work when you hire the best applicants from the start. That’s why we created Sprockets, an AI-powered platform that finds the ideal applicants based on a unique success profile for your business. It’s convenient, precise, and proven to work, helping users improve employee retention by an average of 43%. 

See what our happy customers say about it, including owners and operators from top brands like McDonald’s, then schedule a demo to enjoy the same success!

A man and woman and text reading "The Importance of Person-Environment Fit When Hiring"

The Importance of Person-Environment Fit When Hiring

The Importance of Person-Environment Fit When Hiring 1016 528 Sprockets

Hiring managers sometimes focus too much on the qualifications and experience of applicants that they ignore something that can be even more important: whether or not the applicant is a good fit for their organization. So, how do you evaluate this in applicants? We’ll explore several types of person-environment (PE) fits that matter when scoping out new talent for your organization. We’ll also consider some person-environment fit examples and suggest tools that will help you identify the perfect-fit candidates.

What Does Person-Environment Fit Mean?

Person-Environment fit theory is based on the assumption that people perform at their best when they are in an environment that closely matches their needs, skills, and personalities. Typically, within organizations, you can identify which employees are great fits for their position and the company culture.

Hiring managers can rely on intuition, to an extent, to predict who is likely to fit in well. However, gut instinct may not always be the most reliable resource, especially in larger organizations that hire many people in different departments. One way to get over this hurdle is to establish a framework with reliable criteria to predict whether someone is a good fit before you hire them. An excellent place to start is understanding the various types of person-environment fits.

The Different Person-Environment Fits

Person-Vocation Fit

Person-vocation fit is something that goes beyond your organization and focuses on the individual. It’s based on the notion that employees may not always be in the profession that best suits them. For example, if Sam is a computer programmer and spends his time daydreaming about making independent films, he likely will not be an ideal employee for your company. This exceeds any personality clashes someone may have with Sam and speaks to his suitability for a specific profession. Therefore, when vetting out if someone is a vocation fit, understand how the individual’s aspiration fits within the job. Understanding how they foresee themselves growing in the position is an excellent indicator for if they’re in the right career or not.

Person-Job Fit

Some applicants may have a strong interest and aptitude for a career, yet they still need to find the right job. When seeking the ideal candidate, try to scope out if the daily activities of the job match with the person’s background, interests, skills, and goals. If not, it’s likely that either the employee or the organization will be dissatisfied with the arrangement.

Person-Organization Fit

To address this one, you need to be clear about your own company culture and the type of applicants that would make the ideal fit. For example, you may have hired Susan for a job that she’s perfectly qualified for, and she might have appeared to be the ideal applicant on paper. However, her personality may not blend well with your organization. If your company encourages independent thinking while Susan is accustomed to a more structured environment, the person-organization fit will not be an ideal match.

Person-Group Fit

One of the main aspects of most jobs is working in a team. An individual may click well with the company as a whole but may not fit within a specific group or department. When considering a candidate, you need to predict if they’ll be a helpful addition to the team. Questions such as, “Can you tell me about a time you worked well with a team?” are good options for determining whether an individual is a good person-group fit for your company. 

How Can Recruiters Find the Ideal PE Fit?

Now that you’re familiar with the different person-environment fits, you want to find applicants who are an overall good match. This means finding applicants that are the right fit for their vocation, job, group, and company. In other words, you want to look at the person-environment fit that includes all of the factors listed above. So, how can you identify such specific candidates?

Pay Equal Attention to Hard and Soft Skills

You want candidates who have the skills and experience necessary for the position. However, don’t overlook soft skills, such as communication, teamwork, and flexibility. It’s often a person’s soft skills that determine whether they’re a good fit or not.

Create a More Productive Workplace

It is challenging to determine if someone is a good fit for their organization. But with the knowledge of PE fit, you can better identify a candidate’s needs, skills, and personality, making the hiring process easier. By using the principles of person-environment fit, you can establish: 

  • A more efficient hiring process
  • A more harmonious workplace
  • Less employee turnover
  • Higher productivity

Use Personality Assessments

A personality assessment is one of the most reliable ways to find out what makes someone tick. Answers to common interview questions, while helpful, aren’t always truthful. A personality assessment, on the other hand, goes quite a bit deeper than simple questions. There are special programs to help you accomplish this. Sprockets’ personality assessment software matches applicants based on the top-performing talent at your company. 

It does this by using a Mental Makeup Analysis (MMA) report that analyzes over 50 characteristics to deliver a comprehensive report. Then, applicants are scored on a scale from 0 to 10, providing a precise prediction on how good a fit they are likely to be.

Establish a More Effective Hiring Process

A woman on a laptop hiring applicantsBy screening applicants with assessments before interviews, you can cut down on the number of interviews and only talk to the most promising applicants. This will result in more insightful and productive interviews. You can also use Sprockets’ applicant matching software that creates a unique profile based on the top-performing talent at your company. This profile is used to screen candidates and make a data-driven decision on whether or not they’re the right fit before you interview them, saving you time and money. 

Find out more about how Sprockets can help you find candidates who are the right fit. We offer personality assessments and other innovative tools that will help you find the ideal candidates for your organization.