Employee Retention

Sprockets' AI Screening Tools

How to Use AI Screening Tools to Boost Employee Retention

How to Use AI Screening Tools to Boost Employee Retention 1016 528 Sprockets

Between navigating a pandemic, labor crisis, and shallow applicant pools, the hiring process has been stressful for many owners and operators. However, those that choose to hire and retain employees with AI screening tools like Sprockets continue to see long-term success despite these challenges. Continue reading to understand the many benefits AI hiring software has to offer. Plus, discover the solution that is proven to increase employee retention by an average of 43%.

 

 

How AI Screening Tools Are Used in Recruitment

Research shows that artificial intelligence can significantly reduce time spent on the hiring process and improve the quality of applicants hired. For example, hiring managers spend 40% of their work day sifting through resumes and entering data into an Applicant Tracking System (ATS). The role of AI in the hiring process is to efficiently take on daily operations so you can spend more time interacting with people – conducting interviews, helping employees, and talking to customers. Ultimately, you’re able to shift your focus while saving valuable resources. 

Make Smarter Hiring Decisions From the Start 

Smarter hiring decisions lead to an increase in employee retention. So, how exactly can you make more informed hiring decisions? The answer begins with recruiting the right people. Although many businesses are facing a shallow applicant pool, it is possible to be selective and hire high-quality applicants. Powered by AI, Sprockets’ Applicant Matching System reveals which potential hires will perform like your best employees, empowering you to predict applicant success before the interview and without a resume. It’s basically like replicating your top performers! 

How Does This AI Assessment Tool Work? 

Screening with AI begins with your current best employees. Sprockets creates a unique Success Profile for each top performer and uses these scores as benchmarks for incoming applicants. Potential hires answer three simple questions – think of this as a shortened pre-employment screening assessment – which our technology then evaluates using AI, natural language processing, and over 50 years of psychological research. Incoming applicants receive a “Fit” Score one through ten. The closer an applicant is to ten, the higher the likelihood of success. 

Our AI hiring tool is trusted by top brands like Taco Bell, and proven to work. On average, Sprockets’ users see a 43% improvement in 90-day employee retention, 37% less time spent on the hiring process, 22% reduction in annual employee turnover, and $10,000 saved in operating costs over three months. 

Streamline Your Hiring Process With These BONUS Features

1. Background Checks

Our AI-powered platform integrates seamlessly with ClearChecks so you can reduce liability and verify information all in one place. Hire with complete confidence and receive 50% off background checks, compared to leading providers. This additional feature is an extra way to put your mind at ease. We’ll check your applicants’ past and predict their future. You’ll have all the information you need to make smarter hiring decisions.

2. Work Opportunity Tax Credits

Boost your ROI and maximize your tax relief with Work Opportunity Tax Credits. Our platform easily identifies which applicants qualify for tax credits (in addition to who will stay long-term). Plus, you can save up to $9,600 for every eligible applicant with our seamless WOTC integration.

Become Our Next Success Story

A 50+ location Bojangles franchise group struggled with high employee turnover until we increased their retention from 63% to 95% in just 90 days. Our Applicant Matching System accurately predicted new hire success to reveal the ideal fit for each location. This ultimately resulted in an ROI of 14x with over $134,000 in savings!

 

Bojangles Case Study about improving retention
Employees shaking hands with text reading "5 Advantages of Internal Recruitment: Why You Should Promote From Within"

5 Advantages of Internal Recruitment: Why You Should Promote From Within

5 Advantages of Internal Recruitment: Why You Should Promote From Within 1016 528 Sprockets

Suppose you need to fill a management-level position. Do you promote employees from within your company or search for new, external hires? Regardless of your usual hiring process, there are several proven advantages to internal recruitment. So, before you make your next decision, take a few minutes to understand the various advantages of hiring internal versus external candidates.

What if you could see which applicants will stay long-term and add to your pool of options for internal promotions? It’s possible with Sprockets’ hiring platform. Our Applicant Matching System reveals which potential hires will succeed like your current top-performing employees. It’s proven to work and trusted by top brands like Chick-fil-A, Jimmy Johns, and ChartSpan.

 

Advantages of Internal Recruitment

1. Less Risk

A huge advantage of internal promotion is that you already know the person you are hiring. You likely understand how they perform in the workplace. When you hire external candidates, it can be difficult to gauge their cultural fit within your business. They may be qualified to succeed in their role, but lack the soft skills needed to mesh well with the rest of your team. External hires can lead to an increase of employee turnover. In fact, they are 61% more likely to be fired from their job than employees promoted from within. Internal hires will already have developed company-specific skills needed to succeed and stay long-term.

2. Faster Onboarding

Another pro of hiring internally is the faster onboarding process. An internal hire is already familiar with the business and its procedures, while a new hire would need to go through extensive onboarding and training. This may take longer than some hiring managers might think. Internal hires retain information better, and therefore, are able to complete their initial onboarding and training faster than their external counterparts.

3. Better Overall Performance

Research from Wharton suggests that external hires underperform in their first two years compared to internal hires. Some studies suggest the key to maximizing performance is building relationships with co-workers. 70% of employees say that “having a friend at work is the most crucial element to a happy work life.” Employees promoted from within will already have established professional relationships with their team have direct company experience under their belt. 

4. Increased Employee Morale 

Between the ongoing pandemic and labor shortage, it’s clear job seekers want more than just a job – they want a career. When you choose to promote from within, you send the message to other employees that your organization values hard work, commitment, and most importantly, its employees. If you make it clear you care about their long-term success and contribute to their career growth, this will naturally lead to an increase in employee morale and retention.

5. More Cost Efficient 

Internal versus external hiring can save your business thousands of dollars. Research shows that external hires actually cost around 20% more than internal hires. In fact, it can cost your business $5,864 to replace one hourly employee, according to The Center for Hospitality Research. In high turnover industries especially, that expense can really add up – not to mention the lost productivity and time it takes to start over in the recruitment process for each lost hire. A recent study suggests it takes an average of 60 days to replace a single employee. If you hire internally, that cost is dramatically reduced since you are not wasting time and money recruiting, screening, and interviewing external applicants. 

Hire the Best Applicants From the Start 

Sprockets’ AI-powered platform understands which personality traits make your current top performers great. And, the simple scoring system reveals which employees should be promoted from within and which external applicants would be an ideal fit for your business. Plus, our solution is proven to increase employee retention by an average of 43%. Schedule your free, 15-minute demo today to focus on hiring the very best applicants and reduce costly employee turnover.

 

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!

Sprockets technology top match
Sprockets' booth at one of the trade shows we attended in 2021 with text reading: 2021 Trade Show Recap: How Sprockets Helped Businesses Stabilize Staffing Levels

2021 Trade Show Recap: How Sprockets Helped Businesses Stabilize Staffing Levels

2021 Trade Show Recap: How Sprockets Helped Businesses Stabilize Staffing Levels 1016 528 Sprockets

Although 2021 was full of unpredictable challenges, our passionate team helped struggling businesses harness the power of Sprockets to stabilize staffing levels during the labor crisis. Despite some cancellations, we were fortunate enough to attend six trade shows this year and connect with business owners all over the world. 

What This Means for You

Many businesses are struggling with high employee turnover, but yours doesn’t have to be one of them. We have the solution and want to help. Sprockets empowers you to be selective – even with a shallow applicant pool – and hire high-quality workers who will stay long-term. Trade shows enable us to create meaningful relationships with others and expand our horizons to additional industries, therefore helping as many people as possible build the best teams.

Our mission is to transform the traditional hiring process into an equitable one; we believe everyone deserves a fair chance. Our AI-powered platform identifies the ideal applicants without the need for resumes or interviews, eliminating potential bias.

 

 

We Attended the Following Trade Shows in 2021:

1. The International Pizza Expo & Conference

Our Sprockstars traveled to Las Vegas for the world’s largest pizza industry event: The International Pizza Expo & Conference. Thousands of pizza suppliers around the globe attended the conference which featured seminars, workshops, demos, and even pizza-themed competitions! Our team networked with suppliers, owners, and operators from a plethora of pizza brands about how Sprockets can solve their hiring challenges. Morgan Knightes, one of our Sales Development Representatives who attended the trade show, said, “We went to the Pizza Expo during the height of the hiring crisis, so people were really interested in what we were offering.” Join us at the 38th annual Pizza Expo from March 22-24 in Las Vegas, Nevada.

2. Multi-Unit Franchising Conference (MUFC)

Once again, Sprockstars traveled to Las Vegas to connect with over 2,000 multi-unit franchise owners, operators, leaders, and suppliers. We had the opportunity to hear from world-class leaders like professional football hall of fame running back, Emmit Smith, and New York Times bestselling author, Jesse Itzler, to expand our knowledge of what it takes to be successful. This annual “must-attend” event also featured strategies for multi-unit, multi-brand growth, workshops, and 280+ smart solutions. MUFC has been held at Ceasar’s Forum since 2013. Their next trade show will take place from March 29 to April 1, 2022.

3. Franchise Management Advisory Council (FRANMAC)

Our team headed to Denver, Colorado, to taco ‘bout how Sprockets’ solution can stabilize staffing levels in just 90 days. Established in 1985, FRANMAC supports all Taco Bell franchise locations in the United States. “FRANMAC was my first trade show, so it was super cool to see the whole process,” said Sprockets Senior Sales Representative Tyler Chambers. “Forming relationships with people while showing them how we can make their hiring process easier was fulfilling and rewarding.” In addition to the opportunity to connect with Taco Bell owners, operators, and hiring managers, the association offered attendees unique menu items to try. Their 2022 trade show will be held in Las Vegas, Nevada, from October 3-6. 

4. Domino’s Franchisee Association (DFA)

Yet another trade show in Las Vegas, this one was anything but cheesy! Our team was able to share the power of Sprockets with vendors, owners, operators, and members of the DFA community.  “As a newly approved supplier, this was our first time exhibiting at the Domino’s Franchise Association show,” said Zach Matook, Sprockets’ Director of Marketing. “We were able to meet multiple franchisees from all over the country and really get a sense of their passion for the Domino’s brand.” They were able to showcase how our AI-powered platform can boost 90-day employee retention by an average of 43% to many various brands. Matook added, “Since the show, many new DFA members have joined our community of Sprockets customers!” Their 2022 trade show has yet to be announced.

5. National Association of Convenience Stores (NACS)

Switching gears (and industries), we traveled to Chicago, Illinois, to attend one of the largest trade shows in the United States: NACS. This annual, world-class event allowed us to meet thousands of new people within the convenience-store industry. We were honored to learn from the leading global trade association, which supports 50 countries. Approximately 24,000 attendees, including brands like AmeriGas, BioSteel, and Anheuser-Busch, discussed how to advance their business. In addition, NACS offered their audience an array of valuable content such as leadership development programs, global industry insights, and timely solutions. You can connect with more NACS members at the Las Vegas Convention Center next year from October 1-4.

6. National Owners Association (NOA)

Lastly, our team attended the fourth annual NOA trade show in Colorado. This independent association aims to unify franchise owners, suppliers, and stakeholders. Their ultimate goal is to collaborate on financial and franchise-related decisions for the better of the system. In fact, our company recently became a member and supplier partner of NOA. On their behalf, we made a charitable donation of $2,000 to the Ronald McDonald House to help families in need. We look forward to continue working with NOA to support employers, employees, and members of the community. 

Streamline Your Hiring Process With Sprockets

Attending these trade shows has enhanced our understanding of our audience and taught us what we can do better to support our customers. We are constantly improving our platform to enhance the Sprockets experience for both employers and applicants. If you missed us at the trade shows, no worries – you can still schedule a free, 15-minute demo of our platform. We’ll show you how you can increase employee retention by 43% in just 90 days like other top brands

Someone holding a clock and text reading "3 of the Best Employee Scheduling Tools to Boost Productivity"

3 of the Best Employee Scheduling Tools to Boost Productivity

3 of the Best Employee Scheduling Tools to Boost Productivity 1016 528 Sprockets

Do you know how much time per week you spend organizing schedules for your workers? If you’re not using an employee scheduling tool, then you’re likely wasting time on a tedious task instead of focusing on important daily operations. You might even be contributing to employee burnout and reduced morale due to inefficient practices. 

Make life easier for you and your team members by implementing one of the business scheduling tools listed below. Plus, check out our resources page to discover even more solutions to boost productivity, retention, and employee wellness.

It’s Time to Try These Employee Scheduling Tools

When I Work

Think about what you can do with an extra 15 hours per week. Then, consider making it a reality by implementing the time-saving employee scheduling app, When I Work. It allows you and your workers to manage PTO, swap shifts, and see availability directly from the app. When I Work even comes with an auto-scheduling feature that organizes shifts with a single click. Best of all, it’s proven to reduce the need for overtime, decreasing labor costs by an average of 20%.

Homebase

Homebase is one of the best scheduling tools for businesses that primarily hire hourly employees. It’s specifically designed to empower the hourly workforce with schedule templates, alerts to avoid overtime, and automatic text reminders for employees who have upcoming shifts. Over 100,000 employers trust the Homebase employee schedule maker, and it’s listed among the top 50 business apps for Apple devices. 

Shiftboard

Some of the top brands in the world, like Shell and Salesforce, use Shiftboard’s online employee scheduling tool. On average, Shiftboard users are able to make the scheduling process 30% more efficient and increase shift coverage rates by 88%. Plus, Shiftboard allows you to choose between two subscription options depending on whether you’re a production-centric or service-centric organization. There are plans for every industry, from manufacturing to health care.

Shift Your Attention to Employee Retention

43% boost in 90-day employee retentionWhile all of these online shift scheduling tools can help businesses boost productivity and streamline operations, there’s a crucial first step missing: hiring the best workers. Luckily, Sprockets’ Applicant Matching System predicts new-hire success with pinpoint precision. 

Our solution takes the guesswork out of the hiring process by revealing which applicants share key traits with your top-performing workers. Plus, the simple scoring system makes it easy to make the best decisions every time, drastically improving employee retention. We’ve helped numerous businesses maintain stable staffing levels despite the labor crisis, and we’d like to help you achieve the same level of success!

Restaurant workers with text reading, "Why You Need to Create Career Pathways for Hourly Workers"

3 Reasons Why You Need to Create Career Pathways for Hourly Workers

3 Reasons Why You Need to Create Career Pathways for Hourly Workers 1016 528 Sprockets

It might seem impossible to attract and retain high-quality hourly workers, but there are a few proven solutions you can implement to quickly stabilize staffing levels. In addition to using Sprockets’ Applicant Matching System to boost retention by 43%, we recommend creating career pathways for your employees.

While many business owners and operators have raised wages to attract job seekers, that’s only a piece of the puzzle. It has increased applicant flow in some cases, but it’s a short-term solution. Workers who aren’t engaged or don’t feel a sense of loyalty to your business are likely to leave once a competitor offers an even higher wage. Consider providing employee growth opportunities so workers see their role as less of a job and more of a long-term career.

The Importance of Creating Career Pathways for Employees

1. It Helps Attract Applicants

A company’s culture and core values can significantly influence a job seeker’s decision to apply for a position. When you promote the fact that hourly employees have access to career growth plans, it shows people that you value their individual success and well-being. Be sure to include this in your job postings, company website, and even social media profiles.

2. It Can Boost Retention

A study conducted by WorldatWork revealed that employers who do not invest in training and developing employees will ultimately lose them to competitors. So, you can either deal with costly turnover or boost productivity and engagement by offering career growth opportunities. The return on investment makes it incredibly worthwhile to simply outline career pathways and conduct a little extra training.

3. It Reduces Hiring Costs

The savings don’t stop with retention. It’s much more cost-effective to hire from within, and these loyal employees already know the ins and outs of the business. External hires actually tend to score worse on performance reviews and are 61% more likely to get fired despite having more industry experience. Save money by saving your current employees!

Tips for How to Create a Career Pathway Plan

Be Transparent

You don’t want to be that employer who makes empty promises. Clearly define the roles and steps to climb the ladder so you can accurately discuss the process with potential hires. And, if you can’t offer career growth opportunities, let them know. It’s better to be transparent than deal with disgruntled employees and negative reviews on job sites. 

Discuss the Employee’s Goals

These development opportunities and training programs should be mutually beneficial for both employers and employees. That’s why it’s crucial to meet with workers, particularly in a one-on-one setting, to talk about where they see themselves at the company. Have an open conversation and work together on a plan to help them achieve their goals.

Set up SMART Objectives

The career development plan that you create should include SMART objectives (Specific, Measurable, Achievable, Relevant, and Time-Bound). This ensures there’s no confusion about what the employee needs to accomplish to reach their ideal position with the company. It also keeps a record of what you’ve discussed, sets realistic expectations, and makes it easy to track progress.

Predict Applicant Success — Before the Interview

The Sprockets platformCreating career pathways can be a complete waste of time if you don’t hire the right applicants. Some job seekers are simply looking for a quick paycheck and will leave within a few months no matter what incentives you set up for them. Luckily, Sprockets’ AI-powered solution identifies which applicants will succeed and stay long-term. 

Sprockets eliminates wasted interview time, reduces costly turnover, and enables you to focus on daily operations. It’s proven to work and trusted by numerous businesses, like a Bojangles franchise group that achieved 95% employee retention in 90 days during the peak of the labor crisis!

See how Sprockets works and get all your questions answered with a free 15-minute demo!

person putting a bow on a holiday tree with text reading "6 Ways to Show Employee Appreciation: Gifts and Giving Around the Holidays"

6 Ways to Show Employee Appreciation: Gifts and Giving Around the Holidays

6 Ways to Show Employee Appreciation: Gifts and Giving Around the Holidays 1016 528 Sprockets

You don’t have to wait until National Employee Appreciation Day to show your employees you appreciate their hard work and commitment. It’s crucial your hourly workers feel valued, especially during challenging times. And, the holiday season is the perfect time to implement lasting initiatives. Keep on reading to discover creative employee appreciation ideas that you can easily personalize for your team. 

Build stronger teams with Sprockets! Our AI-powered solution reveals which potential hires share similar characteristics with your current top-performing employees, ultimately empowering you to predict applicant success.

 

 

The Importance of Employee Appreciation

Studies show that employee appreciation impacts retention. Employees that feel valued and appreciated are more likely to stay at a job longer than those who are not. 40% of employees say they would be motivated to put more effort into their work if they were recognized more often. Individuals who are willing to go the extra mile for their employer can boost productivity and contribute to a reduction in costly turnover. 

How to Show Appreciation to Employees

  1. Individual Recognition: A free, yet effective way to show employee appreciation is praising individuals in front of their peers. Recognizing your employees for even the smallest details helps boost their sense of value and keeps them engaged.
  2. Team Meal: There’s so much room for creativity here! Transform your break room into a holiday wonderland and put together a special meal for your team. Whether you choose to order out or whip up something yourself, the food will make your employees feel appreciated. Plus, the meaningful conversations and quality time spent together are added bonuses!
  3. Holiday Cookie Decorating Contest: It only takes a few dozen sugar cookies and colorful sprinkles to get the competition rolling. Shower the winner with a local gift card, gift of your choosing, or the simple satisfaction of being the holiday decorating master.
  4. Employee Appreciation Messages: If you love expressing your thoughts in writing, then this is the perfect idea for you! Make (or buy) thank you cards and write a personalized note to each employee. Handwritten cards are especially meaningful because the recipients know you took time out of your day to make them happy.
  5. Holiday Bonuses: Running a business can be extremely time-consuming. Luckily, there’s no need to spend hours upon hours searching for the perfect gifts. Instead, reward your employees for their hard work with a holiday bonus! This season can be a stressful time for hourly workers in any industry. People are shopping for presents, upgrading their homes, gathering the right decorations, and ordering out to avoid cooking before the holiday festivities. 
  6. Paid Holiday Leave: Who doesn’t love time off to enjoy the company of friends and family? While you may not be able to give each of your employees an entire week off, an extra day or two of PTO will likely make your hourly workers feel valued. Plus, the extra time off helps prevent burnout and improves work-life balance! 

Bonus Idea: Share the Power of Sprockets

Gift yourself (and your hourly workers) the dream team with Sprockets’ hiring software! Enjoy being on a friendly, cohesive team with coworkers who will seem like family. Our Applicant Matching System reveals which potential hires will perform like your best employees. Sprockets traffic light scoring system easily reveals which applicants will succeed and stay long-term. 

 

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.

Two women discussing employment opportunity with text across image reading "Attracting Applicants: How to Hire Employees Quickly in a Tight Labor Market"

Attracting Applicants: How to Hire Employees Quickly in a Tight Labor Market

Attracting Applicants: How to Hire Employees Quickly in a Tight Labor Market 1016 528 Sprockets

In the midst of a global pandemic, businesses continue to navigate a tight labor market. Now, experts warn we are headed into a “long-term tight labor market.” Employers wonder how to attract job seekers when there’s a clear disconnect between job postings and applicant interests. Understanding how to get more applicants for a job is complex. Luckily, we compiled an easy-to-implement list that outlines attracting employee strategies. 

Attracting the right candidates has never been easier with Sprockets! Our AI-powered platform reveals which applicants are likely to perform like your current top-performing employees. Eliminate wasted interview time and hire the ideal applicants before your competitors.

 

How to Get More Applicants

1. Provide Competitive Wages

To put it plainly, people aren’t going to settle for minimum wage — especially those whose finances took a turn for the worse during the pandemic. If you are able to offer higher wages, you’re on the right track to attracting candidates that will last. Employees who are paid more than minimum wage are more motivated to work, thus increasing overall productivity and fostering a better work environment.  

2. Offer Flexible Hours

People crave a work-life balance. Who wouldn’t want to come home after a productive work day and watch Netflix, play board games with their family, or go out for a drink with friends? Doing the things you love shouldn’t be put on hold when you have a part-time or full-time job. Consider offering flexible hours to draw in potential hires and beat the competition! 

3. Maintain a Safe and Clean Environment

Let’s face it: The pandemic isn’t over, and no one knows when it will end. Some applicants may be skeptical of returning back to in-person positions, so it’s crucial to highlight what your company is doing to protect workers from COVID-19. Follow CDC guidelines, offer paid quarantine leave, and regularly sanitize high-touch surfaces to maintain a healthy work environment for employees and customers.

4. Establish a Social Media Presence

Get creative and build a social media platform on Facebook, LinkedIn, Twitter, Instagram or TikTok to catch the eyes of Gen Z and other tech savvy applicants! 79% of job seekers use some form of social media to search for opportunities. Whether you decide to go all in and design a social media campaign or simply create a descriptive profile, establishing a social media presence is a smart way to attract new hires.

5. Post to Multiple Job Boards

Widen your applicant pool by posting to multiple job boards! Everyone has a personal preference on which job board they prefer. So, once you have your job description crafted, be sure to post to as many job boards as you can. Ultimately, the more job boards you post to, the better chance you have to attract applicants for recruitment.

How to Get More Job Applicants

If you’re wondering how to recruit staff, Sprockets is the answer! Post to popular job boards like Snagajob, ZipRecruiter, Adzuna, Upward, and more for free from within our platform. Reach millions of applicants without any additional fees so you can allocate resources elsewhere while still attracting top applicants.

 

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How to Create a Mobile Recruiting Strategy to Attract More Applicants

How to Create a Mobile Recruiting Strategy to Attract More Applicants 1016 528 Sprockets

Recruitment will further rely heavily on data, AI, and technology. Therefore, engagement and onboarding tactics must match today’s needs via data-driven solutions. Imagine a world where you don’t have to leave your desk to access the greatest talent out there. Instead, they’re accessible directly from your smartphone.

While mobile recruitment is not new, it has undoubtedly grown popular in recent years. This is due to the ability to reach targets that perhaps traditional methods can’t. Recruitment processes can be frustratingly slow if you don’t know where to look or how to approach them. Mobile recruitment makes it easy to reach targets and talk to qualified applicants within the timeframe you need.

 

What Is a Mobile Recruiting Strategy?

A mobile recruiting strategy makes it possible for companies to reach employees anywhere in the world. As a result, it reduces the time to post ads, find applicants, and give interviews. In addition, it allows companies to reach potential applicants who may have difficulty making contact.

It means that the hiring manager can stay connected with employees and other business members. They can easily connect with colleagues through social media, email, and text messages while handling the initial stages of the recruitment process.

Benefits of Mobile Recruiting

The importance of a mobile recruiting strategy cannot be understated. As technology advances, people begin to use phones for other purposes. The benefits of mobile recruiting extend far beyond the increased efficiency. It provides a platform for communication and eliminates the need for paper-based recruitment procedures. For instance, recruitment can begin virtually anywhere with the click of a button. This increased efficiency coupled with a new generation of workers has resulted in companies having an advantage over their competitors.

How Does a Mobile Recruiting Strategy Benefit the Candidate and the Recruiter?

Mobile recruiting is one of the most effective ways to engage and understand your customers on a more personal level. It also helps them know what you’re offering and accommodate any changes made to their needs.

Benefit to the Applicant

Recruiting through a mobile strategy allows you to take advantage of local knowledge and put technology to work for you. You can create personalized and engaging content for each applicant as well as customize their experience using information from their online profiles. 

Benefit to the Recruiter

 Mobile applications allow you to reach applicants within minutes instead of hours or days. You can keep up with applicants as they move throughout their careers. Unfortunately, try as we might, we can’t hold the recruitment process responsible for a person choosing to skip the traditional recruitment channels. But if there is one thing we can do, it is to reduce the time applicants stay on hold and increase the number of potential applicants, leading to easier interview decisions.

Create a Mobile-Optimized Job Page

A well-optimized jobs page can attract applicants from all over the world. It makes them more likely to read an advertisement when they see it on their mobile devices. Consider building a career page that includes social bookmarking options. Be sure to set up effective methods for job seekers to submit their resumes as well.

Use Influence Marketing

One effective way to generate more applications for your job is through social media marketing. Connect with potential applicants on social media instead of sending mass email blasts to people who may not be interested. Learn how to identify and target people interested in your field by researching their social media profiles. Then employ social media tactics like these to get them to apply for an interview or sign up for your newsletter.

How Sprockets’ Software can Help

A woman working in a restaurantSprockets is solving real problems for small and large businesses by integrating AI in the recruitment process. With this approach, we are able to create unique success profiles that reveal which applicants are the best fit for your business. Our platform does this by sourcing resumes from various outlets — current employees, recent graduates, social media channels, and more. Sprockets’ application then matches these candidates with jobs that suit their skill sets and interests based on criteria. In addition to our AI platform, Sprockets tools allow you to post job postings to popular job boards for free. 

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