Employee Retention

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.

 

A businessman on a phone with text reading, "How to Create a Mobile Recruiting Strategy to Attract More Applicants"

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. 

Schedule a Free Demo

 

 

The outside of a McDonald's store with text reading, "McHire, Powered by Paradox, Integrates With Sprockets to Improve Employee Retention"

McHire, Powered by Paradox, Integrates With Sprockets to Improve Employee Retention

McHire, Powered by Paradox, Integrates With Sprockets to Improve Employee Retention 1016 528 Sprockets

Reducing costly turnover at McDonald’s franchise locations is easier than ever with the release of an integration between McHire, powered by Paradox, and Sprockets. Our AI-powered solution now works directly with McHire, helping you source applicants quickly and reveal who will perform like your best crew members.

McDonald’s franchise operators see a 43% improvement in 90-day retention, on average, with Sprockets. It’s time for you to enjoy the same success!

Why You Should Add Sprockets to Paradox’s McHire Platform

This integration empowers you to hire the ideal applicants every time, ultimately improving retention and reducing the costs associated with crew turnover. McHire is a recruiting application developed for McDonald’s by Paradox, and Sprockets instantly predicts their likelihood to succeed and stay long-term. You’ll know everything you need to know about applicants before interviews and even see which ones are worth interviewing in the first place.

What Other McDonald’s Franchise Operators Have Experienced

Numerous McDonald’s franchise owners are already enjoying the benefits of using Sprockets with Paradox’s McHire platform. In a recent case study, we found that Sprockets improves 90-day retention by 43% and annual turnover by 22%. This integration also means GMs can focus on all of the important day-to-day decisions they need to make by saving an average of 37% time on sourcing, screening, hiring, and training crew members. Here’s what one Sprockets user had to say:

“It is simple to implement and easy for my hiring managers and GMs to look at the surveys… If you’re on the fence, just the price should push you over because if it saves you one bad hire per year, you’re up money. That’s a no-brainer.

– Curtis Wilhelmi

McDonald’s Franchise Operator

How to Install the Sprockets Integration

Visit our integration page now to add the precision of Sprockets to McHire! The Sprockets team will get the gears turning and quickly set you up for success. You’ll be hiring the ideal crew members, improving retention, and reducing the costs of turnover before you know it!

For more information on McHire visit https://signup.mchire.com/

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.

A fast food service worker and text reading "How to Retain Employees: Lessons From Top Franchises"

How to Retain Employees: Lessons From Top Franchises

How to Retain Employees: Lessons From Top Franchises 1016 528 Sprockets

It can cost $5,864 every time an employee leaves your company, according to a study by The Center for Hospitality Research at Cornell University. Plus, you must consider the “hidden” costs of turnover, like lost productivity, reduced team morale, and worse customer service. It’s time to turn the tides on turnover and learn how to retain employees. And, there’s no better way to discover employee retention strategies than by looking at some of the top franchises.

Explore a few options below or simply do what many successful franchise owners and operators have done to improve employee retention: Use Sprockets. Our AI-powered platform is proven to reduce costly turnover by revealing which applicants are the most likely to succeed and stay long-term.

Learn How to Retain Employees

McDonald’s

This fast-food giant has the solution to your hunger, and they believe they’ve found an answer for improving employee retention as well. In recent years, McDonald’s has increased wages and offered more enticing employee benefits. Crew members can enjoy hourly pay that’s slightly above minimum wage as well as paid vacation and a tuition assistance program. The franchise plans to raise overall wages to an average of $15 per hour by 2024. What makes these incentives particularly compelling is that they are offered to all workers — both part-time and full-time employees.

Chick-fil-A

If we look at Chick-fil-A’s business model, you’ll find a 60-year-old initiative to retain high-quality employees by creating and maintaining positive workplace cultures. It all starts with a focus on recruiting applicants who are the right fit for Chick-fil-A’s culture. Hiring managers look for matching traits in the three C’s: character, competency, and chemistry. Participation in Chick-fil-A’s company culture also goes beyond the front-line workers. Leaders must value open communication with all team members, and every guest should feel as if they are part of the positive environment at each location.

ComForCare

High employee turnover is not only a concern for QSR franchises. The problem extends to the home health care field as well. In fact, Home Care Pulse reported that caregiver turnover hit an all-time high of 82% in 2018. Luckily, some top franchises and business owners have implemented strategies to tackle their turnover rates. One example includes Mark Turnbull of ComForCare, who has increased training opportunities, consistently monitors retention rates, conducts exit interviews, and tries to match caregivers with patients to create the best possible relationships and work environments.

Top Franchise Brands Trust Sprockets to Improve Retention

Cellphones with fit scores to help with recruiting employeesAll of these three franchise brands (and many more) trust Sprockets’ AI-powered platform to improve employee retention by an average of 43%. Our sophisticated solution augments sourcing efforts and reveals which applicants are the ideal fit for your business — before you even interview them. It finds the common thread between your top performers and potential hires, enabling you to make better hiring decisions and reduce costly turnover.

Schedule a free demo today to improve employee retention like these franchise brands have done!

A man typing on a keyboard and text reading "Improve Employee Retention With Artificial Intelligence"

How to Improve Employee Retention With Artificial Intelligence

How to Improve Employee Retention With Artificial Intelligence 1016 528 Sprockets

Did you know that the average cost of losing an employee can be more than $5,000, according to a study conducted by The Center for Hospitality Research at Cornell? This includes costs associated with pre-departure, recruiting, selection, training, and lost productivity. Plus, you have to consider the amount of time this whole process wastes when you could focus on important daily tasks instead.

Luckily, there are tools available that can improve employee retention with artificial intelligence! Sprockets, for instance, provides a user-friendly platform with a whole suite of sophisticated, AI-powered solutions. It predicts which applicants are the most likely to succeed and stay long-term, helping you build better teams from the start and reduce costly employee turnover.

Sprockets: Improving Employee Retention With Artificial Intelligence

How It Works

The way Sprockets works is simple. First, it creates a benchmark for success based on the personality traits of your current top-performing employees. Each incoming applicant is then evaluated with that unique success profile, allowing the Sprockets software to identify shared characteristics. Then, you can select the candidates with the highest “fit scores.” It removes the guesswork and reduces the number of interviews necessary to find the ideal employee.

Plus, the Sprockets platform includes free job posting to websites like ZipRecruiter and Snagajob ($400 value), reveals which applicants would provide Work Opportunity Tax Credits, and offers virtual recruiters who send instant alerts when a match has been found!

The Benefits

Owners and operators, especially in fast-paced industries with high rates of turnover, don’t have nearly enough time to search for applicants. That’s what makes Sprockets so essential. It’s the missing ingredient in your hiring process, empowering you to find and retain the best workers with less effort and resources. Here are the results that Sprockets users enjoy, on average:

  • 43% improvement in 90-day employee retention
  • 37% less time spent on the hiring process
  • 22% increase in annual employee retention

Success Stories

So, you know that our solution is powered by AI and proven by data. Now, it’s time to see what others have to say about Sprockets! These are only two of the many testimonials we’ve received from happy customers:

“We’re pleased with the investment, and we are absolutely going to continue to [use Sprockets] because it cuts down the amount of time we would spend on bad interviews.”

– Michael Mann, General Manager, Chick-fil-A

“The onboarding process was extremely easy. It was fast and very professional. I can’t think of a single problem or glitch that we had. As far as [Sprockets] being trustworthy, I would give that a giant stamp of approval.”

– Alecia Pineo, Owner, Visiting Angels

Match, Hire, and Retain Top Performers

The Sprockets platformStart improving your employee retention with Sprockets! It removes the guesswork from the hiring process, making it simple to select the ideal applicants and stop the cycle of costly turnover. You’ll even get access to free job postings, tax-credit experts, and virtual recruiters to source and screen candidates more effectively.

Schedule a brief demo now to see how Sprockets can improve your retention by 43%!

Restaurant workers and text reading "How to Create an Effective Employee Engagement Plan"

Here’s How to Create an Effective Employee Engagement Plan

Here’s How to Create an Effective Employee Engagement Plan 1016 528 Sprockets

It might seem daunting to develop a new employee engagement plan from scratch, but it’s a crucial step to achieving success with any business. The benefits, alone, should motivate you to get together with your leadership team and brainstorm some ideas. Employees who feel more connected with their team members and the workplace can be healthier, happier, and more productive!

While it’s challenging to develop a custom employee engagement plan for your business, it makes a huge difference when you start with the right workers. Sprockets helps you build teams that mesh and work well together by revealing the common thread between top employees and incoming applicants. Schedule a demo today!

What Is Employee Engagement?

Simply put, employee engagement refers to the level of dedication and commitment that someone feels in relation to their workplace. There are various strategies to increase employee engagement among team members, all of which you should consider when creating your plan. After all, every business owner wants workers who sincerely care about their work and contribute their fair share of effort toward achieving company goals.

A Guide to Developing an Employee Engagement Plan

Recruitment

First of all, ensure that you highlight the company’s mission and core values in job postings that follow best practices for recruitment. By clearly outlining the type of environment a future employee would experience, you will attract more like-minded people to apply. Plus, it weeds out those who will not be a good fit – before it’s too late.

Example: Sprockets is a software-as-a-service (SaaS) company that values innovation, sustainability, and individual growth. Our employees are driven by new ideas, are compassionate, and challenge traditional values to bring about positive change.

Onboarding

Outlining the onboarding process, beyond filling out paperwork and going over where to find the fire exits, is crucial to adding a new employee to an established team.

Example: New marketing employees have weekly meetings with their manager to discuss personal development opportunities and any questions, comments, or concerns with workload or environment. During the first week of employment, the marketing team will go out to lunch with the new employee. The marketing team will have quarterly outings to encourage camaraderie and transparency between departments.

Goal Setting

Outlining goals for a position gives an employee a sense of purpose. Tying their goals directly to the company’s goals and values is a way to effectively display the impact of their work and why they are essential to the company.

Example: The marketing coordinator is responsible for creating content and emails to fuel the sales team with leads. With a company goal of 100 new customers in Q2, the marketing team will need to generate 1,000 leads.

Communication From Leadership

Planning quarterly staff meetings with employees from every department and level is an excellent way to show transparency and build engagement. When employees see the bigger picture outside of their daily tasks, it gives them a greater sense of purpose.

Example: You’re invited to our quarterly meeting! We will share an overview of our company goals and accomplishments for the past quarter as well as introduce plans for the upcoming quarter.

Recognition Programs

Employee recognition can significantly increase employee engagement. From giving someone a shout-out to submitting a nomination for a company-wide meeting, it always helps to recognize hard work. Employees will return the favor with even more great work and motivation.

Example: We will recognize one or more hard-working employees at each weekly meeting for their contribution. In the monthly newsletter, directors from each department will submit the name of an employee who has gone above and beyond in order to reach goals. Employees also get the opportunity to nominate their coworkers for recognition in one of three categories: innovation, team building, or going above and beyond. Winners will receive $50 gift cards.

Career Growth and Development

Whether someone has been with the company for 15 years or recently joined right out of college, all employees can benefit from personal development in the workplace. While not everyone will want to partake, those who do will appreciate it and likely become more engaged. Consider these strategies to improve employee engagement and reduce employee turnover:

  • Lunch-and-learns with a relevant speaker for specific departments
  • One-on-one coaching for new tools and technology
  • Matching new workers with an established employee as a go-to mentor
  • Setting aside time to discuss specific skills they’d like to learn

Performance Reviews

Did you know that 43% of highly engaged employees get feedback on their work once or more per week? Receiving feedback on work instills a sense of trust in employees. It shows that their work is being reviewed and appreciated. The other significant factor here is that engagement drops after an employee’s first year at an organization. By having set performance reviews, employees realize that leaders are still paying attention to their work.

Example: Schedule weekly check-ins and annual performance reviews. (An annual review should not be the first time that an employee hears a piece of feedback.)

Build the Best Team From the Start

Cellphones with fit scores to help with recruiting employeesIt’s crucial to hire applicants who will mesh well, succeed, and stay long-term, ultimately making it much easier to maintain high employee engagement. It makes an immense difference in workplace culture, too.

That’s where Sprockets comes into play. Our AI-powered solution creates a unique success profile for your business based on the mental makeup of your best employees. Then, incoming applicants are matched against this benchmark to ensure you hire the best candidates every time with pinpoint precision. (The average Sprockets user reduces costly annual employee turnover by 22%!)

Schedule a brief demo today to improve employee retention and engagement.

Two happy men with text reading "3 Signs That Applicants Are the Right Fit for Your Team"

How Do I Know If an Applicant Is the Right Fit for My Team?

How Do I Know If an Applicant Is the Right Fit for My Team? 1016 528 Sprockets

It may seem impossible to identify the ideal applicants, especially when you can’t dedicate much time to the hiring process, but it becomes easier when you know what signs to look for. Don’t rely solely on resumes and cover letters. You might waste time on poor interviews and increase costly employee turnover due to bad hires.

Instead, pay close attention to indicators that suggest who will be the right fit for your team. You can also use the AI-powered solution that’s trusted by numerous business owners and managers: Sprockets. It reveals which applicants share personality traits with your current top performers, empowering you to make better hiring decisions and improve employee retention.

3 Signs That Applicants Are the Right Fit for Your Team

1. Genuine Enthusiasm

When it comes to determining job fit, excitement and enthusiasm are crucial. However, this can be challenging to identify at first because most applicants will come to you in an enthusiastic manner. You may attribute this to putting on a fake persona to land the job, while other times, it’s genuine.

So, how can you tell who is really enthusiastic about becoming a member of your team? The first thing to look for is how they approach the initial interview. Is the conversation one-sided, where you do all the talking, or are they truly engaged and show interest? You can also listen closely to how they speak about previous positions and workplaces. These can be major indications of how their behavior will be if they end up working for you.

2. Company Culture Fit

If you’re hiring for fit, then you absolutely need to take your company culture into consideration. Just make sure you meet with your leadership team beforehand to clearly define your ideal workplace culture. This makes it easier to create a list of personality traits to look for in candidates.

Let’s take collaboration as an example. If you value open communication and teamwork, then hiring someone who mentions that they prefer working alone may not be the best move. It would be a lose-lose situation for them and your entire team.

3. Enjoyable Interview

It can feel repetitive and tedious to conduct several interviews for an open position. So, it’s always a pleasure to meet an applicant that makes the interview an enjoyable experience. It’s a positive sign when the conversation is constructive, productive, and flows naturally. That’s typically someone you want to bring onto your team, especially if the role involves customer service. This is incredibly important because there are many candidates who check all the initial boxes but are not personable.

Note that this does not mean you should hire purely based on this aspect of the interview only since nerves often play a part in an applicant’s first impression. It should just be taken into consideration if you are ever conflicted between choosing one candidate or another.

Let Sprockets Find the Right Fit for You

Someone on a laptop hiring hourly employees with SprocketsIt’s challenging to find the best applicant, even if you look for the right signs throughout the hiring process. Luckily, Sprockets can do the heavy lifting for you with the power of artificial intelligence and natural language processing.

Sprockets reveals what makes your top-performing employees tick and evaluates incoming applicants based on that benchmark. You’ll be able to see who has the highest likelihood to succeed and stay long-term with the click of a button, ultimately reducing costly turnover and enabling managers to focus on daily operations. It’s trusted by numerous happy customers and proven to increase employee retention by 43%!

A man on a laptop in a restaurant with text reading "How to Measure the Quality of Potential Employees"

How to Measure the Quality of Potential Employees

How to Measure the Quality of Potential Employees 1016 528 Sprockets

Hiring new employees is a time-consuming and expensive task for any employer. Nothing is more frustrating than when new hires leave after just a few months on the job. All the effort and resources that went into hiring, training, and onboarding the employee have now gone to waste. 

This problem has raised the awareness among recruiters and HR departments about the quality of hire. A concept that has gained traction in the last decade, 39 percent of talent scouts consider the quality of hire to be the most critical performance metric. Let’s dig a little deeper to learn how it can help your employment practices.

What Does Quality of Hire Mean?

Put simply, quality of hire metrics measure the value that an employee brings to the company. With new hires, the goal is to assess the employee’s potential contribution over the long term. It attempts to answer key questions, such as will new employees bring value to the work? Will they be compatible with the company values? Will they work well with other team members and fit the company culture?

Perhaps the biggest question of all is what does quality of hire mean? This is open-ended. It can mean different things to different companies. Each company has unique needs and, therefore, will have its variables in the quality equation. Some of the common indicators include the following:

  • Employee Retainment: The longer an employee stays, the more value they’ll bring to the table. 
  • Employee Task Performance: Performance reviews play a key role in assessing an employee’s contributions.
  • Employee Accomplishment: Do employees achieve their goals and tasks on time?
  • Employee Time to Value: The amount of time it takes for an employee to be fully onboarded and trained is an early sign of potential value.
  • Customer Satisfaction: Do they go above and beyond for the consumer and add value to your customer satisfaction?

Sprockets has developed an innovative method to determine which quality indicators are suitable for your company. Choose your top employees and administer a personality assessment test. With the results, Sprockets generates a Mental Makeup Analysis report. The MMA report identifies the top five qualities of your best employees, providing you with a quality template for future hires.

Why Is Quality of Hire Important?

The process of determining quality of hire metrics may seem time-consuming and irrelevant. However, the real delay in the hiring process is constantly posting the same position on job boards because you can’t find a good fit. In addition to improving your employee retention rate, a quality hire can provide the following for your workplace:

  • Strengthen and enhance company culture
  • Improve strategic hiring decisions
  • Get quantifiable outcomes of your recruitment technology
  • Gain insights into the candidate experience
  • Increase competitiveness in attracting talent to your company

Quality of hire benefits the long-term growth of a company. A workplace full of long-term employees committed to and invested in the company’s future raises job satisfaction and stimulates and fosters creative, synergistic growth.

How Do You Measure Quality of Hire?

While each business can develop its own method for measuring quality of hire, a recommended formula has gained traction. Hire by Google recommends adding your key indicators together, using the indicators from your MMA report, divide by the number of indicators, and then multiplying by 100. For example, add the scores for employee task performance, employee accomplishment, and customer satisfaction together, divide by three, then multiply by 100 to get the quality of hire percentage. 

But how can you compare this percentage to your job candidates? This is where artificial intelligence comes in handy. Sprockets has developed a powerful software tool that matches the applicant pool to your benchmarks. With the information you gained from the MMA report, you can utilize the matching software to find candidates with similar industry knowledge, skill set, work ethic, etc.

With the aid of these tools, measuring the quality of hire becomes a scientific process that gives you measurable results. Defining quality is always a subjective endeavor, but the MMA report and matching software from Sprockets provide the standard of uniformity needed for reliable results.

Start Improving Your Quality of Hire Today

Someone on a laptop screening high quality candidatesWhen starting to measure the quality of potential employees, it’s important to talk to the stakeholders. Open conversations with long-term valued employees about retention, the company culture, and other topics that influence new hires. Let them know that you value their input and honesty to help you build a complete picture of the business. 

Recruitment platforms like Sprockets can help you find quality hires. Sprockets uses AI-powered applicant matching solutions to help find the best personnel for your company. 

Schedule a demo today and learn how Sprockets can be integrated into your recruitment process to find quality hires.

People in an interview with text reading "4 Myths About Attracting and Retaining High-Quality Talent"

4 Myths About Attracting and Retaining High-Quality Talent

4 Myths About Attracting and Retaining High-Quality Talent 1016 528 Sprockets

Are you struggling to find and retain quality candidates for your franchise? It could be because you are still hanging onto some outdated hiring myths and not utilizing digital hiring solutions.

In the same way that outdated technology affects your productivity and efficiency, stagnant recruitment practices affect the quality of applicants you attract. These outdated practices also increase your staff turnover rate. Here are four myths you need to forget in order to attract and retain quality talent.

1. The Best Talent Must Have Years of Experience

Many recruiters insist on hiring experienced candidates over those with high potential but limited industry experience. Skilled workers may be hard to retain since your competitors may also be interested in hiring them. Here are some reasons why you should consider hiring quality workers with minimal industry experience:

Inexperienced Workers Are Moldable

Inexperienced workers can be molded and trained more easily since they have not yet developed their own work habits. In a highly unpredictable business environment, new talent may respond to change more positively and adapt quickly. They may also be more willing to seek new solutions, embrace new opportunities, and multi-task.

They Have More Potential for Growth

You can identify staffing gaps in your business and train new hires to fit in that role. You may be surprised how loyal unexplored talent can be if they see the potential for growth in their job.

They Are Passionate

Unlike experienced workers who might feel there is nothing new to learn, new talent typically has an appetite for knowledge. Newer hires that integrate well with the team and believe in the product and service will also want to stay longer to gain more insights into the position.

2. A Resume Says Everything About a Candidate

There are soft skills that you cannot read on a resume. For instance, a resume will not demonstrate an applicants’ interpersonal or communication skills or his or her level of respect and confidence.

During the pre-screening process, you can learn a lot about a candidate and his or her personality by asking the right questions such as what do you least like about your job and why, how do you like to be managed, and what type of work do you enjoy doing the most. Most of the time, such information about a candidate’s character can’t be uncovered by only viewing a CV/resume. Therefore, it’s important that hiring managers avoid basing their judgment solely on a candidate’s CV/resume.

3. Hiring Managers Know How to Hire

You could be missing the right talent because your hiring managers are relying on their gut feelings and their experiences can make them biased.

Train hiring managers to apply the best practices in hiring to achieve objective results. It is important to equip your hiring managers with practical interviewing skills which can help attract higher-quality candidates.

4. You Should Only Recruit When You Have an Opening

If you only post job advertisements for open positions, you could be missing out on great applicants. One of the digital recruitment trends is to stockpile great talents even if you have no open jobs at the moment.

Once you find a quality candidate interested in working for you, hire them and create the position. These talents are in high demand, and you may not find a hire when you need one.

Effective Digital Recruitment

Digital recruitment can make hiring easy, inexpensive, and fast. Here are some digital recruitment strategies you can use to make hiring more effective, affordable, and efficient:

Use Pre-Employment Assessments

A candidate’s CV and cover letter say a lot about the applicant but not everything. To assess the candidate further, send them a pre-employment assessment test. Sprockets’ pre-employment test identifies applicants with similar personality traits as your top performers to ensure only smart hiring decisions are made.

Consider High Potential Candidates Have Some Shortcomings

A high-quality candidate may be a person living with disabilities or may come late for the interview. Give such candidates a chance, and they may surprise you as quality hires.

Prepare to Train-on-the-Job

Rather than spend time waiting for the perfect candidate, hire the one with related skills and train them on the job. This will help speed up the digital recruitment process.

Use Technology to Assess Candidate Suitability

Someone on a laptop screening high quality candidatesSprockets’ sophisticated software helps you build a harmonious workplace where quality talent longs to work. Our AI-powered platform augments your sourcing and screening efforts to ensure you always hire applicants who are the precise fit for your needs. You’ll save time, increase retention, and improve company culture.

Contact us now and let us help you identify quality hires with the ideal characteristics so that you can hire more effectively.