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Hiring Advice

Two restaurant employees and text reading "Employee Referral Programs: Templates and Tips to Improve Your Recruitment Process"

Employee Referral Programs: Templates and Tips to Improve Your Recruitment Process

Employee Referral Programs: Templates and Tips to Improve Your Recruitment Process 1016 528 Sprockets

If you’re struggling to find high-quality applicants, you need to stop relying on external recruitment efforts and tap into an often-overlooked resource: your current employees. They often know someone who would be an excellent fit for a role you have to fill, and all you need to do is ask! Employee referral programs reduce recruitment costs, save time, and often help bring in better candidates than traditional methods. Plus, they help improve company culture and teamwork since employees recommend people they already get along with.

Find out how to begin your employee referral program with the suggestions below. Just don’t forget to check out The Essential Guide to Attracting Hourly Workers. This free guide outlines even more proven strategies to amplify your sourcing efforts with ease.

How to Create an Employee Referral Program That Works

Be Transparent About Hiring Needs

First and foremost, you have to be comfortable sharing your hiring needs with the current staff members. There’s usually no need to pick and choose who you tell — it’s typically best to establish communication with everyone at the company. That way, you maximize your reach and potential to get great applicants. You never know who has someone in their network that would be a fantastic fit for your company. A restaurant manager might have a friend looking for work as a chef and vice-versa. 

While being transparent about the position you need to fill, make sure you also clearly communicate its specific requirements. You don’t want your employees suggesting a bunch of candidates who don’t have enough experience or lack the skills necessary to perform the job, especially in technical roles. You’ll end up wasting everyone’s time — including yours. Consider drafting the job description ahead of time and sharing it internally before posting online to better inform your employees in their search.

Offer an Incentive With Clear Requirements

While many employees would simply be happy to work with one of their friends or someone they get along with well, others need an extra incentive to help with your recruitment efforts. 92% of employers with a referral program offer a monetary incentive, and the majority of them consist of a $500 bonus. Just keep the timing of the bonus in mind — not just the amount. Only 27% of those employers give the employee the bonus immediately upon hiring the applicant they referred. We recommend awarding the bonus after the new hire has been there and proven their reliability for at least 90 days.

Tip: Make the requirements as straightforward as possible for employees to earn the referral incentive. The last thing you want is one of your best employees (and the friend they referred) to complain and get disgruntled over a misunderstanding of the program.

Make the Referral Process as Simple as Possible

Also, make sure you don’t hinder referral efforts by making it a long, complex process. Nobody likes having to fill out piles of paperwork or read through extensive stipulations, especially in addition to their regular work. Try sending an email to employees with a brief overview of the job and incentive with a link to a convenient Google Form they can use to submit contact information about who they think would be a good fit. You can even make it as simple as replying to the email.

Maintain Communication With Employee

Remember to stay in contact with your current employee about how the hiring process is going, especially regarding the person they recommended. It’s not a good feeling to be left in the dark after trying to help the company and a friend. It can be as detailed as you feel comfortable with, but just make sure you let them know as soon as possible if their friend is just not a good fit for the role (but that you’re highly appreciative of your suggestion). 

Employee Referral Program Email Template

Here’s an example of an email you can send out to the company when you want to begin your employee referral program:

Hi [Employee Name],

We’re looking to expand our team, and we’d love your help finding the right person for the job. You’re an important member of the staff here at [Company], making your opinion extremely valuable to us. You’ll even get a $500 bonus if the person you refer gets hired and stays for 90 days!

Here’s the role we need to fill:

  • [Job Title]
  • [Requirements]

Please take a moment to fill out this Google Form so we can get to know the person you recommend and hopefully get you on the way to earning an extra $500!

Thank you for your help,

[Your Name]

Tip: Be sure to mention the incentive bonus in the subject line to increase the open rate!

Hire the Best Applicants Every Time

Even with an employee referral program in place, the hiring process still involves plenty of human error. If you’d like to make sure you hire the best applicants every time with pinpoint precision, there’s no better solution than Sprockets. It’s proven to predict success without you having to waste time reading resumes or conducting interviews. You’re up money even if it saves you from one bad hire — what do you have to lose?

Schedule your free, 15-minute demo today to start hiring with the platform that top brands trust.

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Why Is Hiring So Hard Right Now?

Why Is Hiring So Hard Right Now? 1016 528 Sprockets

The hiring process can be one of the most stressful aspects of owning and operating a business. And that was true even before the COVID-19 pandemic and national labor shortage in the US. Today, companies are struggling so much to hire and retain employees that it might feel impossible to maintain stable staffing levels. Let’s discuss some of the pains you may be facing and offer proven solutions so that you never again have to ask, “Why is hiring so hard right now?”

Common Hiring Challenges and How to Overcome Them

“I Have No Applicants”

One of the most common complaints we hear from business owners about the hiring process is that they simply can’t get anyone to apply. And, with 11.5 million job openings in the US, it’s easy to see why some people feel that way. Job seekers have so many options right now, and the competition is fierce to grab their attention. While we believe this problem can be solved by increasing employee retention and hiring the right applicants from the start (even if you only have a few to choose from), we’re happy to provide some tips on how to increase applicant flow quickly.

Offering a competitive compensation package is one of the fastest ways to get more applicants, as long as you are able to do so. Just make sure you promote this clearly in your job postings. Too many people make the mistake of waiting until the interview to discuss pay. 

Patrick O’Rahilly, the founder of FactoryFix, shares his opinion on the matter: “I suggest complete transparency from the start. In fact, pay and salary rates should ideally be on the initial job posting. We’ve seen jobs that do not post a salary or pay rate receive only about half the applicants compared to jobs that do.” 

You can also widen your potential talent pool by considering more teenagers and entry-level workers as well as retired citizens who are looking to get back into the workforce. These groups of people can be some of the most eager to learn, adapt, and help your business grow.

“I Don’t Have Time for the Hiring Process”

Time is money, which makes the lengthy hiring process costly for individuals who normally need to focus on other tasks. For instance, the general manager of a fast-food restaurant that’s already understaffed might have to cover shifts for a cashier who called out or quit. So, they’re forced to operate a register and take customers’ orders rather than look through resumes and find someone for that role they so desperately need to fill.

However, let’s pause for a moment and rethink the idea of resumes. The tradition actually dates back over 500 years to when Leonardo DaVinci wrote a letter outlining his experience to earn patronage in 1482. Businesses can’t afford to rely on such outdated practices, especially during a labor crisis. It’s time-consuming, stressful, and ineffective.

Instead, streamline your hiring process with solutions like the Sprockets platform that shows you the best applicants without the need for resumes or interviews. Users spend 37% less time on the hiring process, on average. Think about how many hours that equates to in your work life and what a difference it could make to get those hours back!

“My Employees Keep Quitting”

Employee turnover is another major reason why hiring is so hard right now. According to ADP Research Institute’s People at Work 2022: A Global Workforce View, 7 in 10 workers have considered a major career change this year. Another study found that 55% of hiring managers said retention and turnover are the top issues hurting their ability to hire staff and grow their companies. (That means turnover ranked above hiring, in general, as their No. 1 struggle!)

We spoke with our very own talent acquisition manager, Katie Tumbleston, to get her thoughts on the employee retention challenges that businesses are facing right now: 

Katie Tumbleston“We are in the midst of real change when it comes to the dynamic between employers and employees. This change is and will continue to be uncomfortable for employers as they navigate how to best retain quality employees. They need to find answers and solutions for questions such as, ‘How much flexibility do we allow for start and finish times? Should we offer a four-day workweek? How much PTO do we encourage staff to take? How do we support both entry-level and more senior workers/staff in their growth? What perks and incentives can we provide to ensure our staff stay and continue to thrive with us?’” 

It can take some time to ponder these questions and discover what’s right for your particular business, but there are a few key points to remember. First, start focusing on improving employee retention, especially when it comes to keeping your best workers. Also, make sure you keep current employees engaged with team-building activities as well as growth opportunities. More and more people are searching for meaningful careers — not dead-end hourly jobs. You can provide this to your employees, even in the fast-food industry.

Make Hiring Less Stressful With Sprockets

The fastest, easiest way to solve all of these problems is with Sprockets’ hiring platform. It reveals which applicants will succeed like your current top performers, removing the guesswork and drastically reducing the time you need to spend on the hiring process. You can even get instant alerts when Sprockets finds your ideal applicant, then reach out to set up an interview or extend an offer in seconds. It’s trusted by top brands like Chick-fil-A and is proven to improve employee retention by 43%, on average.

Schedule your free demo of Sprockets today! It only takes 15 minutes to get started, and it will save you numerous hours in the long run.

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Statue of Leonardo DaVinci

Resumes Are Outdated: It’s Time to Forget the 540-Year-Old Hiring Tradition

Resumes Are Outdated: It’s Time to Forget the 540-Year-Old Hiring Tradition 1016 528 Sprockets

One…two…three…four…five…six…seven… While you were reading for those few seconds, the average recruiter decided whether or not a job applicant was fit for their role. Is it really fair to judge someone’s ability to succeed based on a single piece of paper, in that short amount of time? 540 years ago, the answer would have been “yes. Now, two decades into the 21st century, that’s a whole different story. Continue reading as we discuss the history of the resume and current outdated resume practices. You’ll even learn how to hire the best applicant every time — without a resume or even an interview — in seconds thanks to Sprockets’ hiring solution. 

 

 

History of the Resume

The exact origin of the first resume is unknown, yet historians have substantial evidence to credit Leonardo DaVinci in 1482. He sent a handwritten letter outlining his abilities and experience for an engineering job to Ludovico Sforza. Although he did not actually get the position, his handwritten letter had a lasting impression on Sforza, who later became the Duke of Milan and commissioned DaVinci’s painting, The Last Supper. Fast forward 540 years later… why are we still following in the painter’s footsteps when we have technology at our disposal? In case you’re still not convinced, here are three more reasons why resumes are impractical

Current Concerns of Outdated Resume Practices

1. They’re Time-Consuming 

Owners and operators simply don’t have enough time to review a resume. Businesses are severely understaffed, so their eight-hour days can often turn into grueling twelve-hour ones. Some owners are even working the cash register or flipping burgers in a desperate attempt to cover for employees who don’t show. They barely have enough time to focus on their regular responsibilities. The last thing they want to do is sift through piles of paperwork. 

2. Resumes Might Contain False Information

Unfortunately, some people claim to have certain skills or experience on their resume that they actually do not have. Approximately 40% of workers have lied or stretched the truth on their resume. That number is too high to base a hiring decision solely on a resume. 

3. They Leave too Much Room for Potential Bias

The average recruiter only spends six to seven seconds on a resume. These hasty decisions often lead to first impression bias, the leading cause of hiring errors. Unfortunately, that means many resumes are ignored or thrown away simply because of the name at the top. One study even showed that minority applicants who changed certain details of their resumes to make them seem more “white” received more interviews. It doesn’t have to be this way. 

Additionally, the resume fails to provide employers with a full picture of an applicant. It does not cover one’s soft skills, which are equally, if not more important than a job seeker’s previous experience. 

Two Simple Solutions That Can Replace Resumes

1. LinkedIn

One popular option is to use LinkedIn as an online “resume.” In fact, 87% of recruiters find LinkedIn most effective when looking for potential hires. These profiles mimic traditional resumes, yet provide a more personalized touch. Job seekers can feature past experiences, skills, projects, published works, and more. LinkedIn profiles are easily skimmable and employers can filter potential hires based on certain keywords such as workplace skills or job titles. While many recruiters find LinkedIn effective, people can still lie about their skills or face potential bias.    

2. Sprockets               

Sprockets’ hiring platform, on the other hand, redeuces potential bias and increases your chances of making the right hires. You’ll spend 37% less time on the solution that predicts applicant success with pinpoint precision. Our platform eliminates the need for resumes and even interviews. It’s proven to boost employee retention by an average of 43%. In fact, top brands like Chick-fil-A and Taco Bell trust our sophisticated, yet easy-to-use technology to accurately reveal which applicants will succeed and stay long-term. 

Do’s and Don’ts of the Hiring Process

You already have the solution to your hiring challenges — it’s your top performers. Learn how to attract, hire, and retain the right workers for your business by leveraging the mental makeup of your best employees.

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A woman holding towels and text reading "Hotel Staffing: How to Hire and Retain the Best Employees"

Hotel Staffing: How to Hire and Retain the Best Employees

Hotel Staffing: How to Hire and Retain the Best Employees 1016 528 Sprockets

Trying to keep a hotel fully staffed can be a nightmare, keeping owners and managers up at night when they could be resting as soundly as their guests. While hotel staffing is challenging — and has gotten even more difficult with the labor crisis — hoteliers just need to know how to do it the right way. 

Hiring during a hotel staff shortage is easier than you might think when you follow the strategies outlined below. You can also check out our Free Guide to Attracting Hourly Workers: Hotel Edition. It shows you how to hire hotel staff and even predict applicant success so you know who will succeed before spending time on interviews.

What You Need to Know About Hotel Staffing

1. How to Tackle Employee Turnover in the Hotel Industry

One common mistake that has become even more prevalent during the labor shortage is simply hiring anyone who applies. It’s understandable to feel like this is the only solution in a state of desperation to keep your business afloat, but you might end up hiring hotel workers who have a shorter stay than some of your guests.

It’s crucial to improve your retention rate, especially when there’s a 73.8% annual employee turnover rate in the hotel industry. The first step is to understand why employees are leaving. Are they seeking better benefits? Do you need to offer more competitive compensation? There might just be a lack of employee engagement at your hotel, leading to low morale and a sense of unfulfillment with their current career path. Whatever the reason, it’s up to you to fix the problem and boost retention, especially when it comes to keeping your top performers.

2. How to Create a Hotel Staffing Plan

There are 11.3 million job openings in the U.S., according to the Bureau of Labor Statistics. So, how do you grab the attention of job seekers? And more specifically, how do you get high-quality candidates to apply to your hotel as opposed to a competitor’s?

First, make the most of your recruitment efforts. Think about your ideal applicant and the job boards they might frequent. Some of the best hospitality job boards include HCareers, HospitalityOnline, and HotelCareer. Of course, you can always stick to the classics, like Indeed and ZipRecruiter, but you must optimize your advertisement before listing it anywhere. Many job seekers simply scan the descriptions and decide within a matter of seconds whether or not they want to apply. Include important elements such as a specific job title, salary, benefits, and company culture.

Free Hiring Guide

Would you like to simply reduce your reliance on applicant flow altogether? Well, you can. Check out our free guide on how to hire all-stars even with a shallow applicant pool.

4 Steps to reduce reliance on applicant flow mockup

3. How to Hire More Applicants Like Your Best Employees

Do you have a few top-performing staff members that consistently stand out from the rest? Well, it’s possible to hire more workers who will succeed and stay long-term just like them! Our hiring platform can actually predict applicant success by identifying shared personality traits with your current top performers. It’s trusted by top brands and proven to stabilize staffing levels, even during a labor crisis!

The Staffing Solution That Boosts Employee Retention by 43%

The simplest way to build and maintain a strong, cohesive staff at your hotel is by hiring with Sprockets. Our clients spend 37% less time on the hiring process and improve employee retention by 43%, on average. If that’s not enticing enough, we’ll even give you a free demo to show you firsthand how our hiring platform can solve all of your staffing challenges. Get on the path to hiring success (and get ahead of your competitors).

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

How Company Culture Attracts Talent and Retains Top Performers

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

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

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

Improve Company Culture to Attract and Retain Top Performers

What Is Workplace Culture?

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

How Workplace Culture Can Attract Applicants

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

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

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

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

How to Improve Company Culture

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

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

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

Discover Which Applicants Will Contribute to a Positive Company Culture

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

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

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My Best Employee Quit…Now What? Everything You Need to Know About Replacing a Top Performer

My Best Employee Quit…Now What? Everything You Need to Know About Replacing a Top Performer 1016 528 Sprockets

Employers are feeling immense pressure to promote job satisfaction and retain their staff members. However, when a top performer leaves your business, it can feel like the end of the world. So, what should you do when your best employee quits? In order to keep productivity steady, you will need to quickly replace this worker with a quality alternative. 

Continue reading to learn how to replace your top performer without sacrificing valuable resources. Plus, discover the solution that is trusted by top brands like Taco Bell to predict applicant success, empowering you to hire more people like your best workers.

 

 

Why Do Top Performers Leave?

Top performers leaving their organization is becoming more and more common. As of 2014, an Oxford Economics study found that one in five high-performing employees will quit in the next six months. It’s important to understand their reasoning so you can better prepare for when one of your best employees leaves. Of course, we encourage you to have a discussion with your top performer regarding their specific reasons for exiting to gain the best possible insight. Hear out their concerns and try to honor any reasonable requests. Common reasons why top performers quit include but are not limited to: 

1. Lack of Flexibility

The pandemic has changed the way we work. Some staff members, especially top performers, no longer feel that their job’s pressure is worth their salary. Your best employees are often high-achievers and therefore seek opportunities for growth. They’re looking for better benefits, work flexibility, and appreciation for their contributions. 

2. Burnout

Between the ongoing pandemic and labor crisis, a recent study found that 52% of workers are experiencing burnout. This stress mixed with exhaustion can lead to unhappiness, poor mental health, and increased employee turnover.

3. Poor Management 

Even top performers struggle. After all, they are only humans. However, if there is mutual respect and understanding in the workplace, they are less likely to leave. Check out this blog to learn strategies for managing and motivating top performers.

My Best Employee Quit: What’s Next?

Although losing talented staff members is inevitable, today’s digital environment allows you to find job seekers that possess the ideal qualities your company desires. Software solutions like Sprockets help you identify similar individuals

Our AI-powered platform uses a simple, three-question survey to benchmark the specific characteristics that make your current best workers so special. Job seekers take the same easy survey and receive a “Fit Score” between one and ten. The closer to ten, the more likely it is that an applicant will perform like a company’s best staff member. When your best employee leaves, Sprockets’ solution will help act quickly in a labor market that is snatching up top performers at a rapid pace. It’s even proven to increase retention by 43%, on average.

 

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5 Ways To Motivate and Manage High-Performing Employees

5 Ways To Motivate and Manage High-Performing Employees 1016 528 Sprockets

If you manage a fast-paced business, high-performing employees are the glue that holds difficult days together. They’re independent, efficient, and reliable workers that embody your business’s values and work ethic. In some ways, they manage themselves, but when high performers struggle, they need as much support as anyone else. 

So, how do you manage your top performers differently? Continue reading to learn how to tailor your management styles to keep them happy and productive. Plus, discover how to Instantly identify which applicants will succeed like your current top performers with Sprockets!

 

 

How to Manage High Performing Employees

1. Provide Specific Praise

Simple thank-you’s only go so far. Your high-performing employees have skills that most likely go beyond their job description. Consider setting aside time for one-on-one check-ins. Let them know how their hard work impacts areas of the business outside of their department and give specific examples — don’t just make that an end-of-day habit. With 52% of workers suffering burnout, giving your high performer productive feedback will lift their spirits and encourage them to continue forward.

2. Give Them Tools to Grow

Your top employees might dominate their given roles, but when they show interest in something else, support it. As highly-driven people, they crave growth and exciting opportunities. Motivating high performers with clear career pathways shows them you care about their future. You’re investing as much time and effort into them as they do in your company. 

3. Seek Their Input

Even if you’re more experienced than your high-performing employees, they may have some insights unique to them and their positions. By seeking out and rewarding high performers for their input, you’re communicating their value. Plus, you’re fostering personal and company-wide growth which leads to an improvement in employee performance.

4. Be Flexible

Remember that your most-trusted employees earned your trust for a reason. Your high-performing employees may have developed different, yet more effective, ways of accomplishing tasks. Praise their ingenuity and resist the urge to micromanage. By allowing high performers to invest their talents into their roles, you’re encouraging increased employee engagement. According to Gallup, businesses with high employee engagement are over 20% more profitable than businesses with low engagement.

5. Offer Your Support

Topping the list of what high performers want at work is like-minded colleagues. They want a team of people that will succeed like them. That way, top performers can spend more time developing strong work relationships, new ideas, and healthy competition — factors that drive growth — instead of compensating for lower-performing co-workers.

Replicate Your Top Performers

To find more high-performing employees, integrate the power of Sprockets into your hiring process. Our AI-powered platform empowers you to predict applicant success before the interview and without a resume. Plus, Sprockets’ Applicant Matching System is trusted by top brands like Taco Bell and Wingstop to build strong, cohesive teams that will stay long-term.

 

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

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

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

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

Identify Your Best Workers

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

Learn What Makes Your Top Performers Tick

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

Attract Job Seekers With Similar Personality Traits

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

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

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

Screen Applicants to Ensure Smart Hiring Decisions

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

Let Sprockets Do All the Work for You

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

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

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A smiling worker in an apron and text reading "5 Personality Traits of a Top-Performing Employee"

5 Personality Traits of a Top-Performing Employee

5 Personality Traits of a Top-Performing Employee 1016 528 Sprockets

What are the qualities of a good employee? Before you make your next hire, you should know what to look for in a good candidate so that you don’t need to replace them anytime soon. Instead, you can watch as your new employee helps your business grow. That way, you can reach your business goals and expand the team with even more top-notch workers. Read on to learn more about some traits of top-performing employees, including tips on how to identify them in applicants.

Note: The best personality traits for employees vary depending on the industry, role, and even other team members. We’ve listed a few common characteristics below, but we recommend finding out which personality traits are ideal for your business before making any hiring decision. 

Our AI-powered solution can reveal what makes your current top performers tick and identify which applicants share those traits, predicting their likelihood of success and boosting employee retention by 43%.

What Are the Traits of a Great Employee?

They’re Self-Starters

One of the top five characteristics of ideal employees is that they’re self-starters. They can take on a new project without you having to tell them to do something. This is one of the best employee attributes because you don’t have to assign tasks, allowing you to focus on other important daily operations. If you don’t want to micromanage your team, ask candidates if they have this trait before hiring (or use Sprockets’ Applicant Matching System).

They’re Positive

Another common characteristic of good workers is that they’re positive. Now, everyone has bad days, but employees should have a good outlook most of the time. Having a positive mindset is one of the traits of high performers, so it’s worth trying to uncover this soft skill in interviews as well. Consider asking applicants how they’d handle a stressful situation to determine if they have this positive mindset as well as other qualities of a good employee.

They’re Trustworthy

Next on the list of perfect employee traits is trustworthiness. Trust is one of the most crucial traits of a great employee because you can’t always watch over them. You put a lot of faith in your employees, especially when hiring for management and leadership roles. You need to know that they will have the team and company in their best interest. Keep this in mind when hiring and promoting employees.

They’re Adaptable

Adaptability is another one of the most vital traits of an excellent employee. You have a plan for your business, and your employees may have plans for how to do their daily work. However, unexpected issues inevitably happen, and good employees will be able to adapt to meet your company’s needs. Be sure to look for someone who’s adaptable, especially if they have other high-performing employee traits.

They’re Team Players

Another significant trait to look for when evaluating the qualities of outstanding employees is the ability to work with others. Even if your employees conduct the majority of their work individually, they also need to be team players. Almost everyone will come across tasks that require collaboration. If your employees can’t help each other, it could affect your entire company, negatively impacting morale and even sales. Make sure your crew members are always ready to lend a helping hand so that they can work well together.

Take the Guesswork out of the Hiring Process

Find out which candidates have the ideal personality traits — before the interviews — by using Sprockets’ AI-powered hiring solution! Our platform predicts who shares key traits with your current top performers, predicting applicant success and enabling you to make smarter hiring decisions. It’s proven to work and trusted by top brands like Taco Bell, Buffalo Wild Wings, and Bojangles.

Get a free demo today to start hiring the best applicants every time, ultimately reducing costly employee turnover.

A breakdown of how Sprockets' Applicant Matching System works with applicant images and fit scores
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How to Improve the Hiring Process: 4 Best Practices

How to Improve the Hiring Process: 4 Best Practices 1016 528 Sprockets

You’re in desperate need of additional crew members at your restaurant. Despite your recruitment efforts, it seems like nothing is working. This hiring headache is keeping you up at night; you can’t remember the last time you slept a full eight hours. When one person finally applies, you hire that individual on the spot. 

Desperate times call for desperate measures — or do they? Amidst a severe labor shortage, you might be tempted to hire any applicant. However, it’s crucial to be selective during the hiring process, even if it means turning down a potential hire. Why? You need to break the costly cycle of employee turnover in order to improve your hiring process, and that starts with hiring the right individuals.

 

 

How to Improve the Hiring Process

So, what is the best hiring process? While there isn’t a one-size-fits-all answer, (though wouldn’t that be nice?), it’s imperative to have a strong hiring plan so you can be selective; only hire individuals that you know will stay long-term, and boost employee retention. We’ve compiled a list of hiring process tips you can easily implement to improve your hiring process.

1. Stop Allocating Resources to Recruitment

Redirect your efforts from recruiting to finding the right fit. The best individual for your open manager position might actually be one of your current top-performing employees. Consider internal hiring – a best practice that’s commonly overlooked but well-worth the focus. Promoting employees from within shows that you care about their future, thus boosting employee engagement. Especially now, people don’t just want an hourly job – they want a career. Plus, internal hires save you time and thousands of dollars in hiring expenses.

2. Prioritize Soft Skills Over Industry Experience

If you choose to hire externally, resist the urge to hire solely based on a resume or an applicant’s experience. According to a recent survey, 97% of employers said soft skills — like growth and leadership — can be more important than direct experience. These are crucial when analyzing whether or not an individual will stay at your business long-term because soft skills indicate employee longevity. Here are some examples of questions you can ask to analyze an applicant’s soft skills:

  • Adaptability: Tell us about something you were asked to do that you have never done before. How did you react, and what did you learn? 
  • Collaboration: Can you give us an example of when you had to work with someone who was difficult? How did you handle the situation? 

3. Implement Hiring Technology

When it comes to improving hiring practices, technology is not an option – it’s a requirement. Recent innovations like AI screening tools can dramatically reduce time spent on the hiring process, therefore improving your (and your employees’) work-life balance and mental health. To learn which technology is the right fit for your business, check out our free Must-Have Hiring Tech Guide.

 

4. Optimize Job Postings

There are 11 million job openings in the U.S., so it’s important to take the time to craft effective job descriptions. Be sure to include an accurate job title, overview, responsibilities, qualifications, and competitive pay. Remember, the more engaging and descriptive your posting is, the more likely applicants will take the time to apply. And, if you have the bandwidth, consider promoting your job posting on social media platforms like LinkedIn, Facebook, Twitter, and even TikTok

The Benefits of Better Hiring Practices

Essentially, when you make these simple changes, you’ll maximize the productivity of your own hiring process. This will naturally lead to higher employee morale and retention. You’ll save thousands of dollars so you can allocate resources to daily operations or other work-related tasks. Say goodbye to long days, and say hello to more time spent with loved ones. 

Complete All Four Hiring Practices With One Solution: Sprockets

Trusted by top brands like Dairy Queen, Visiting Angels, and Planet Fitness, Sprockets’ AI-powered platform understands which characteristics make your best employees great and assigns each top performer a Fit Score of one through ten. Our Applicant Matching System then reveals which potential hires are most like your current top-performing employees, ultimately empowering you to make smarter hiring decisions every time. Plus, our solution is proven to boost 90-day employee retention by an average of 43%.