Hiring Advice

People on a video call on a laptop with text reading "3 Things Employers Need to Know About Video Interview Software"

3 Things Employers Need to Know About Video Interview Software

3 Things Employers Need to Know About Video Interview Software 1016 528 Sprockets

One of the worse mistakes you can make as a business owner or manager is to follow outdated hiring practices. Technology is rapidly changing the hiring space, and it’s crucial to stay ahead of trends so that you can attract high-quality workers before your competitors. For instance, many employers have started using video interview software to screen applicants in a timely manner while easing social-distancing concerns due to the COVID-19 pandemic. 

Learn everything you need to know to conduct successful video interviews below (and discover how our AI-powered platform empowers you to make the best hiring decisions every time without the need for interviews!)

The Employer’s Guide to Video Interview Software

Video Interview Platforms

A recent Gartner HR Survey revealed that a whopping 86% of organizations use virtual tech for interviews. So, what do you do if you’re among the group of businesses that have yet to implement video interview software? The first step is to decide which video interview platform to use. There are several options, each with its own individual pros and cons. Here are some of the most popular options to explore:

  • Spark Hire: This platform is great for live interviews as well as one-way interviews where applicants can self-record responses to your questions. It also makes it easy to rate and organize interviews.
  • Willo: Conveniently schedule several one-way interviews at once by uploading a spreadsheet of applicant information.
  • Avature: Schedule, conduct, and evaluate interviews from within a single platform.

Of course, you can always stick to the tried and true video applications, like Skype, Zoom, and Google Meet. The best part about these applications is that many of your applicants will already have experience with them, and there’s no tricky setup process.

Video Interview Questions

While every business should cater its interview questions based on their industry and the open position, there are a few general suggestions we can provide. First of all, try to avoid asking simple, yes-or-no questions. These answers won’t offer much insight into the applicant’s personality, work ethic, or suitability for the role. Try asking these open-ended interview questions to evaluate soft skills:

  • What are the three most important aspects of a job, in your opinion?
  • How have you handled urgent problems in the past when your supervisor or manager was away?
  • How do you typically handle having to juggle and prioritize multiple tasks at once?
  • Can you tell us about a time you ran into a challenge with a coworker and how you solved the situation?

Video Interview Tips

Conducting a video interview is not the same as talking to someone in-person, and there are a few things you should know before setting up the video call. First of all, make sure you set up your interview platform correctly so you don’t run into any technical issues mid-interview. Clearly communicate this to the interviewee, as well, so they can do the same. Also, it’s a good idea to discuss your intended interview questions with any other team leaders and stakeholders at your company. This improves collaboration and ensures you make an informed hiring decision. 

Finally, make sure you dress appropriately. You’re “selling” the position and company to the job seeker just as much as they need to convince you that they’re the right person for the role. The last thing you want to do is accidentally stand up to reveal you’re wearing tattered sweatpants (or worse) below your suit and tie. It’s not just embarrassing — it makes you and your company seem unprofessional, potentially sending a job seeker to one of your competitors.

Identify the Best Applicant Without a Single Interview

Someone on a laptop hiring hourly employees with SprocketsVideo interviews can be complicated and don’t always reveal enough information about applicants. Luckily, Sprockets’ AI-powered platform identifies who will succeed and stay long-term like your current top-performing employees — all without you having to conduct a single interview. It’s trusted by top brands, like Chick-fil-A and Taco Bell, and integrates seamlessly with popular HR tools such as TalentReef and McHire. Plus, Sprockets users see an average 43% boost in employee retention!

A man and woman in an interview and text reading, "It’s Time to Rethink the Relevance of Resumes"

It’s Time to Rethink the Relevance of Resumes

It’s Time to Rethink the Relevance of Resumes 1016 528 Sprockets

Resumes have been used to evaluate job applicants for so long that it might be tough to imagine a hiring process without them. Do they really tell the whole story of a person, though? A single piece of paper cannot sufficiently describe someone’s experience, personality, and potential. While resumes can still help you quickly find candidates with the right technical skills, they shouldn’t be the sole focus of your search. 

Relying on resumes and gut feelings from interviews can result in bad hiring decisions and costly employee turnover. Luckily, Sprockets’ AI-powered solution can reveal the ideal applicants without either one! Our software uses the mental makeup of your best employees to evaluate potential hires and predict applicant success with pinpoint precision.

Resumes: Important Tools or Flawed Resources?

They Are Time Consuming

Anyone who has written a resume is familiar with the headaches involved in finding the right layout, creating several drafts to perfect the language, and constantly updating it with new information. (Resume writing services are popular for a reason!) However, is it worth all the time and effort people put into them?

Recent research shows that employers only look at resumes for six to seven seconds, on average. And, even though that sounds brief, the time can really add up for the employer, as well, when they have a whole stack of resumes to read. Instead, they could be focusing on important daily operations.

So, where do we go from here? One popular option is to use LinkedIn for “resumes.” In fact, 87% of recruiters find LinkedIn most effective when looking for potential hires. These profiles contain a lot of key information about candidates, they’re easily skimmable, and employers can filter potential hires based on certain keywords, like workplace skills or job titles.

They Might Have False Information

An estimated 40% of job applicants have lied on their resumes — a concerning statistic for employers. You don’t want to hire someone who is unable to fulfill a certain role and then find out after you’ve gone through the entire onboarding process. Aside from intentional lies, many resumes also simply contain outdated information. It’s tedious for people to consistently update their resumes, so some choose not to change details or just forget. Essentially, you can’t trust everything you see on someone’s resume. Plus, they don’t reveal vital details about a person’s personality or potential.

They Add Potential Bias

It’s also difficult to avoid first impression bias when reviewing someone’s resume. Humans are, of course, flawed and have implicit biases in one way or another. 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.

Eliminate the Need for Resumes With Sprockets!

Someone on a laptop hiring hourly employees with SprocketsAvoid all the potential problems that resumes pose in the hiring process by using Sprockets’ AI-powered solution. Our software doesn’t require resumes or interviews to identify the best hires and boost retention by an average of 43%. It uses the mental makeup of your current top-performing employees to automatically evaluate incoming applicants, revealing who will succeed and stay long-term. Plus, the seamless integrations with popular tools like McHire and TalentReef make it a breeze to add to your current process.

Schedule a free demo today to start making smarter hires and reduce costly turnover!

man and woman are in an interview with text reading "facing first impression bias: how it impacts the hourly workforce

Facing First impression Bias: How It Impacts the Hourly Workforce

Facing First impression Bias: How It Impacts the Hourly Workforce 1016 528 Sprockets

It takes seven seconds to make a solid first impression. Some studies even suggest first impressions are made within milliseconds. Whether you’re an owner, operator, or job seeker, first impressions in business are important. In fact, 33% of hiring managers report they know whether or not they will hire someone in the first 90 seconds. Why? Our brain makes quick, incomplete observations based on what we perceive — this is called first impression bias. However, first impression bias can impede effective hiring as it is often inaccurate. So, how important are first impressions in business? Read on to find how to make a good first impression and how it impacts the hourly workforce. 

Eliminate first impression bias with Sprockets! Our AI-powered platform evaluates which potential hires will perform like your top-performing employees, empowering hiring managers to predict applicant success before the interview and without a resume. Plus, it’s proven to boost employee retention by an average of 43%. 

 

 

Research has found that most people form impressions about personality based on facial appearance. It can be easy to fall into the trap of assuming an applicant’s friendliness or customer service skills based on appearance. However, first impressions are often inaccurate, and various studies suggest first impression bias is the leading cause of hiring errors. It’s human instinct to ask easier questions to individuals we feel good about and ask harder questions when we have a negative feeling, even if the latter may be the better candidate. 

How to Reduce First Impression Bias

  • Conduct a Phone Interview: Similar to blind auditions on The Voice, initially conducting a phone interview will allow you to focus on the applicant’s experience and skills. Plus, you won’t have to evaluate an individual’s demeanor, physical appearance, or facial expressions, thus increasing your objectivity.
  • Script Questions Ahead of Time: This will ensure you ask job seekers the same questions and remain objective throughout the interview. Consistency is key. Follow-up questions are still welcome, but your chances of making an unfair assumption about an applicant are significantly lower. 
  • Utilize Objective Technology:  Technology solutions — like Sprockets — are designed to help you look past first impressions to see overall applicant quality. Our Applicant Matching System creates a unique success profile for each potential hire, evaluating their “fit” scores against your current top-performing employees. The simple red-yellow-green scoring system allows you to easily see which applicants are the best fit for your team and who will stay long-term.

The Importance of a First Impression

Of course, first impressions are still important. It means that it’s essential for hiring managers and business owners to rely more on data-driven hiring methods than on their first instincts. Look at your initial interactions with job seekers to determine how they might react to your customers. Additionally, pay attention to any gut instincts (just don’t rely solely on them). If you have a negative first impression of a candidate who does well in their interview, simply spend some extra time checking their employment references. Remember that accurate, high-quality information is crucial for an effective hiring process. 

Build the Best Teams with Sprockets

Reduce first impression bias with our AI-powered solution! Sprockets’ Applicant Matching System evaluates potential hires based on the mental makeup of your best employees. It’s proven to increase retention by an average of 43%.

 

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

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

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

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

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

Hard Skills Versus Soft Skills in the Workplace

What’s the Difference Between Hard and Soft Skills?

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

Examples of Hard Skills:

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

Examples of Soft Skills:

  • Adaptability
  • Communication
  • Collaboration
  • Creativity
  • Leadership

Why Are Soft Skills Important?

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

See Which Applicants Have the Ideal Soft Skills

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

Two women in an interview and text reading, "What Does Pre-Boarding Mean, And Why Should You Care About It?"

What Does Pre-Boarding Mean, and Why Should You Care About It?

What Does Pre-Boarding Mean, and Why Should You Care About It? 1016 528 Sprockets

Don’t let your new hires have a long, tedious gap between accepting a job offer and starting their new job. Instead, keep them engaged with news, interactions, onboarding processes, and more. See how to strengthen your pre-boarding process and learn why that’s so important.

What Does Pre-Boarding Mean?

Pre-boarding is the entire process from when a job candidate formally accepts a job offer to their first day on the job. This includes organizing paperwork, preparing the technology that your new employee will need on day one, and more. While some of these tasks may take place entirely during the pre-boarding stage (such as creating accounts in digital portals), a lot of the administrative work is best saved for the actual onboarding process — the period between day one of the employee’s new role and when training is complete.

Most businesses implicitly have a pre-boarding process that consists of having a new hire complete payroll forms or discussing when their first day will be. However, this isn’t engaging or personalized. And, if the gap between offer acceptance and their first day is too long, everyone’s excitement will wane.

Instead, your pre-boarding should focus on building engagement. Just because your new employee has accepted the offer doesn’t mean the hiring process is done. After all, they might still receive a better offer from a competing company and decide to accept that instead. The relationship also might sour due to bad press, poor communication, or simple disinterest. Some elements of pre-boarding you can add to your company’s process include:

  • Scheduling a tour of the office
  • Having a get-together with their new team
  • Sending engaging documents about your benefits packages
  • Maintaining consistent, two-way communication

Some of the key benefits of pre-boarding new hires before their first day include:

Building Connections

No one enjoys feeling like the new kid at school. If your new hire has only ever received impersonal emails from your HR department, they won’t know anyone. They’ll arrive on the first day feeling nervous rather than excited. However, a video meet and greet, lunch with their new team, or even some friendly emails can set the tone and ensure your new hire knows someone on their first day.

Gaining Momentum

According to Harvard Business Review, “Nearly 33% of new hires look for a new job within their first six months on the job.” That period includes the pre-boarding gap. By starting the onboarding process before new hires reach the office, you can keep your new hire’s attention and make them feel invested sooner. 

Establishing Stronger Employee Experiences

A bland pre-boarding experience will cause you to lose employees being engaged by other businesses. But even if the direct risks seem negligible, it’s still a missed opportunity. Employees will remember how the pre-boarding and onboarding processes made them feel, and that’s going to affect their opinion of your company culture.

The pre-boarding process also affects your existing employees. If they feel involved in welcoming a new employee, whether it’s a team member or manager, they’ll build better connections.

How to Pre-Board New Hires

Once you know you want to strengthen your company’s pre-boarding practices, it’s all about building processes that work best for your organization. Make sure the pre-boarding journey includes these elements:

  1. A welcome celebration: This can be via email, phone, or (especially in today’s modern workplace) a video call. This should generate excitement and increase familiarity.
  2. All the information they need for onboarding: Payroll, benefits, security processes… All of this information should be given as clearly and succinctly as possible. After all, you don’t want to bog down your new hire with a bunch of unpaid work, but you want them to know all the perks of your organization.
  3. Send them communications about day-to-day happenings and major shifts in the organization: The sooner they feel like an informed member of the team, the better. 
  4. Behind-the-scenes organization: New hire-facing onboarding isn’t all there is to the pre-boarding process. Make sure your teams are using the time gap wisely to get the new hire’s laptop, office space, and licenses ready to roll out. This will make day one feel less hectic and more professional, increasing overall engagement.

Pre-Onboarding Best Practices for Companies

If your company is growing, you don’t have time to build a completely customized pre-boarding experience for each employee. That takes too much time and might leave necessary to-do’s forgotten. Instead, focus on incorporating these best practices:

Have an Established Workflow

While you want to customize the experience, the process should be clear-cut. Create a numbered workflow so your HR department and hiring team can check tasks off the list and stay organized.

Make the Process (and the Records) Virtual

Even if your workplace is in-person, virtualizing the pre-boarding documents makes everything easier. Build your systems to accommodate digital PDFs and electronic signatures instead of physical ones.

Minimize Bottlenecks

Take stock of your entire pre-boarding process so every step runs smoothly from one step to the next without having to wait for signatures or processing. For example, you can start the longest pre-boarding task toward the beginning of the process.

Pre-boarding keeps your new hires engaged and makes day one a better experience for everyone. If you are looking to gain more new hires to your company, software tools may be your answer. These tools can help you manage the hiring process, have happier employees in the long run, and increase new hire retention.

Streamline the Hiring Process With Sprockets

A fast-food service workerAt Sprockets, we found out that finding the right, long-term applicant started with the hiring process. So, we created a dedicated AI-powered platform that makes it possible for hiring managers to forecast the best fit for any job, saving them time and money. Take the hassle out of searching for the ideal applicant and sit back while our applicant matching software discovers them for you!

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

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

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

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

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

 

Audience Is Key

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

Hiring With TikTok Resumes

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

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

The Difference Between TikTok and Other Social Media Platforms

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

TikTok Recruiting Tips

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

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

Replicate Your Top Performers

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

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

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

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

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

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

What Are Company Core Values?

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

What Are the Best Company Core Values?

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

How to Promote Company Core Values

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

Job Posting

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

Social Media

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

Interview Question

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

Make a Donation

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

Predict New Hire Success With Sprockets!

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

A student at a career fair with text reading, "5 Best Practices for Recruiting College Students"

5 Best Practices for Recruiting College Students

5 Best Practices for Recruiting College Students 1016 528 Sprockets

If you’re struggling with staffing challenges, the solution might be closer than you think: local colleges. They are often overflowing with potential hires who are eager to find seasonal work or accept a full-time position shortly after graduation. However, recruiting college students might be more complicated than you think. It’s important to follow these best practices to ensure you find the best employees for your business.

Of course, you can always just use Sprockets to quickly stabilize staffing levels. Our AI-powered platform augments sourcing and reveals the best applicants without any stress, guesswork, or wasted interview time.

The Ultimate Guide to Recruiting College Students

1. Know Your Audience

Recruiting 101: You need to think like your target audience to advertise opportunities effectively. While people of all ages could be college students, the majority of them are members of Generation Z. So, what do Gen Zers want in a job? 

First of all, you can take the word “job” out of your vocabulary. They are searching for careers with growth potential. While 76% of surveyed Gen Zers said they’re willing to start at entry-level positions, 64% also said the opportunity for growth is one of their top priorities when selecting a workplace. Make sure you offer them chances to climb the ladder and promote this in your job description, along with the pay rate, benefits, and workplace culture. These are among the top details job seekers want to see.

2. Engage With Local Schools

Don’t simply post on Indeed or other popular job boards and wait patiently for people to apply. Take the initiative of engaging with nearby colleges and universities! This can take many forms, including attending career fairs and speaking with students, posting information on bulletin boards, and networking with school staff who might know potential hires. 

3. Use Social Media

Many college students are tech-savvy and spend time on various social media platforms. They’re not just chatting with friends and sharing pictures, though. These websites may also be where they read the news and network with peers or industry professionals. Use this to your advantage by creating profiles for your business and maintaining a consistent social media presence. 

We also recommend running paid ads on these websites to attract potential applicants. It can actually be more cost-effective than paying for job boards (unless you’re using Sprockets to avoid these fees!)

4. Prioritize “Fit”

Don’t be overly concerned about industry experience, especially with college students. Applicants with no experience can turn out to be the best hires! It’s much more important to focus on an applicant’s personality traits and “soft skills” to ensure they’ll mesh well with the team and thrive in the work environment.

5. Use Sprockets to Reveal the Ideal Applicants

A staff meetingDon’t worry if you’re too busy to create a college recruitment strategy and read through a pile of resumes. Sprockets can handle the heavy lifting of the hiring process! Our sophisticated solution lets you post jobs for free to several websites and reveals which applicants are most likely to succeed. It’s like replicating the talent of your current top-performing employees!

Schedule your free demo today to live a life with less turnover, ultimately saving you thousands of dollars each year.

Two restaurant employees - one man and one woman - pose while working. Beneath them, text reads "4 Simple Strategies for Recruiting the Best Restaurant Employees"

4 Simple Strategies for Recruiting the Best Restaurant Employees

4 Simple Strategies for Recruiting the Best Restaurant Employees 1016 528 Sprockets

The current employee turnover rate in the fast food industry is 150%. This alarmingly high percentage makes recruiting for restaurants within the QSR industry difficult, especially during a global pandemic. So, what is the best way to find restaurant employees that will work hard and stay long-term despite industry challenges? Our team compiled strategies that hiring managers can implement to learn how to recruit staff for QSRs. 

Did you know that the average cost of training a QSR employee can be $3,500? Save money and find your ideal restaurant employees with Sprockets! Our AI-powered platform empowers hiring managers to predict new hire success, ultimately reducing employee turnover by 22%.

 

 

How to Recruit Employees for Your QSR 

1. Utilize Social Media Marketing

If you’re wondering how to recruit entry-level employees at your QSR, social media is the way to go. 75% of QSR employees are Gen Zers and Millennials, so you must think the way they do. The younger generations react to short, personalized videos on social media platforms, like Facebook, Instagram, Twitter, LinkedIn, TikTok, and YouTube. Create a video showcasing your brand, company culture, work environment, and employee benefits. Don’t forget to include popular and trending hashtags to widen your applicant pool! 

2. Transform Your Job Descriptions

A key strategy to recruiting restaurant employees is to craft effective job descriptions. This may be the first impression applicants have of the position, so it’s crucial your job posting emulates the job opportunity. The job description should be specific and clear: Tell the applicant why they should work for you. 

3. Source Candidates From Multiple Sources

Now that you have perfected your job description and posted on social media, market your QSR position through multiple sources to find restaurant employees, including: 

  • National Restaurant Association: To attract ideal applicants and those with previous restaurant experience, advertise your QSR positions in this highly recognized industry page.   
  • Careers Page: Career pages account for 52% of restaurant hires. Include a link to your careers page on your restaurant website, digital advertising, and in your social media profiles. 
  • Job Boards: Post to multiple job boards such as Snagajob, ZipRecruiter, and Upward to increase your chances of finding the right fit for your QSR.
  • Community Resources: Reach out to your local community for help! Post flyers at local businesses and community centers. Contact local schools, colleges, and work-study programs to offer various positions for qualifying students. Each connection will remember your efforts, which can generate a steady supply of applicants.

4. Hire Internally 

Perhaps you’re struggling with how to hire employees quickly. Consider hiring from within — internal hires have increased 20% since 2019. Hiring internally offers a significant amount of benefits. The onboarding and hiring process for internal employees takes fewer resources. Plus, internal hires are already familiar with the QSR work environment, leading to an increase in productivity and employee retention.

Spend 37% Less Time Hiring

Say goodbye to wasted interview time with Sprockets’ AI-powered platform. Our Applicant Matching System analyzes potential hires that meet your top-performers’ metrics for success, empowering hiring managers to choose the ideal applicant and allocate resources elsewhere.

 

A man and woman in a coffee shop and text reading, "How to Hire Hourly Employees: 5 Tips to Build the Best Teams"

How to Hire Hourly Employees: 5 Tips to Build the Best Teams

How to Hire Hourly Employees: 5 Tips to Build the Best Teams 1016 528 Sprockets

There are over 70 million hourly employees in the United States, representing more than half of the country’s workforce. However, turnover can be particularly high for industries that largely employ hourly workers, like food service, retail, and hospitality. This poses a problem for business owners, operators, team members, and even customers. Luckily, we’re here to help you hire hourly employees who will both succeed and stay long-term. You’ll spend less time on the hiring process and be able to focus on important daily operations.

Speaking of saving time, did you know that Sprockets users spend 37% less time on the hiring process? It’s one of the many benefits of our AI-powered hiring platform that predicts applicant success with pinpoint precision.

5 Tips for Hiring Hourly Employees

1. Craft Effective Job Postings

As much as you want applicants to sell themselves during an interview, it’s important to sell them on your business first. Don’t simply look at job postings as a tedious task of the hiring process. Take them as opportunities to attract attention and explain why a job seeker should work for you instead of a competitor. Include details on your workplace culture, pay rate, and benefits. Just make sure you’re concise; research shows that people only spend an average of 14 seconds reading a job description, and the most effective posts are between 100 and 300 words

(Master the art of crafting job postings in our free e-book!)

2. Use Appropriate Job Boards

The next step is to decide where to advertise your employment opportunity. While many employers rely on Indeed, you should consider posting to a variety of job boards. For instance, Snagajob is tailored specifically for recruiting hourly employees, making it an excellent option. You should also look into ZipRecruiter, Upward, and Adzuna. Luckily, Sprockets allows you to post on these websites for free, saving you hundreds of dollars!

3. Contact Applicants ASAP

It’s typical for job seekers to apply to multiple companies at once, so it’s crucial that you contact people as soon as they show interest. Otherwise, your competitors will onboard them before you get the chance. We know it’s challenging to find the time for this, especially if you need to focus on running your business. However, there are HR tech tools available like Sprockets that sends alerts when someone completes an application. You can then contact them quickly via text message and carry on with your daily duties, knowing you have a promising candidate engaged and ready to work.

4. Hire for Fit

Experience isn’t everything, especially when recruiting entry-level employees. Applicants with little to no industry experience often prove to be the best workers. It’s more important to hire for fit, ensuring your hourly employees mesh well with other team members and possess the ideal mental makeup for your business. Try using pre-employment assessments to accomplish this in a user-friendly way for both you and the applicants.

5. Predict Applicant Success With Sprockets

Someone on a laptop screening high quality candidatesWouldn’t it be great if you could simply replicate the success of your top-performing employees? It’s possible with Sprockets! Our AI-powered platform reveals what makes your best hourly workers great and identifies applicants with similar attributes. You’ll know who to hire even before conducting interviews and improve employee retention by 43%!

Schedule a free demo today to start hiring better hourly employees.