Hiring Advice

A man and woman in an interview and text reading "Recruiting Employees vs. Finding the Right Fit"

The Difference Between Recruiting Employees and Finding the Right Fit

The Difference Between Recruiting Employees and Finding the Right Fit 1016 528 Sprockets

It’s time to evolve the way that everyone thinks about the hiring process. So, let’s start at the beginning: recruiting employees. One of the best ways to improve the recruiting process is to simply stop “recruiting.” 

That might sound counterintuitive, but you just need to look at it from a different perspective. While recruiting implies the generic practice of sourcing applicants for a job, “finding the right fit” is what we should really be doing. This takes recruiting a step further to source and screen applicants who are most likely to succeed and stay long-term.

Recruiting Employees vs. Finding the Right Fit

Whether you’re a hiring manager or a business owner, it’s important to stay up-to-date on the best hiring practices. Here’s a breakdown of how and why you should do it:

The Recruiting Process Is Outdated

Just because a certain way of doing something “works” doesn’t mean we should continue it. In fact, it’s essential to keep evolving, pursue better alternatives, and consider the paths less traveled. In this case, you should go beyond paying to post jobs on the same job boards, waiting for applications, and weeding through the endless list of resumes.

“Fit” Empowers Every Member of Your Team

When you focus more on finding the right fit and identifying the ideal soft skills, like communication and collaboration, you empower your entire team to succeed. These soft skills can often be more important than workplace skills or industry experience. A team member with several years of experience could be detrimental to the business by lacking the ideal personality traits, so it can be beneficial to consider applicants with little to no experience but have the right “fit.”

How to Identify Fit

Cellphones with fit scores to help with recruiting employeesIt can be difficult to identify the right personality traits via typical recruiting and screening practices, like interviews. Luckily, Sprockets’ AI-powered platform provides all the tools you need to find applicants who are the ideal fit for your team. You can post jobs for free to millions of hourly job seekers, send personality assessments with the click of a button, and see “fit scores” that automatically predict an applicant’s likelihood of success. The list goes on! 

Schedule a demo today to see how Sprockets can help you hire applicants who are the precise fit for your needs and improve employee retention.

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.

A woman on the phone with text reading "Maintain Healthy Staffing Levels With a Virtual Recruiter"

Maintain Healthy Staffing Levels With a Virtual Recruiter From Sprockets

Maintain Healthy Staffing Levels With a Virtual Recruiter From Sprockets 1016 528 Sprockets

Despite the high rate of turnover in the QSR industry, GMs are afforded little time for hiring crew members who are the precise fit for their needs. Luckily, a Sprockets Virtual Recruiter can quickly stabilize staffing levels and take pressure off of managers so they can focus on the daily operations of their business. A member of our team will recruit hourly workers, contact potential hires, re-engage past applicants, and improve employee retention. You’ll never miss out on a high-quality hire again!

Increase Applicant Flow

Your Virtual Recruiter makes it easy to post jobs on Google, Facebook, ZipRecruiter, and Snagajob, the largest marketplace for hourly work, for free. Plus, they’ll routinely re-engage previous applicants to capture their potential interest again. So, you always have a healthy flow of applicants to choose from whenever an employment opportunity opens up at your location. That means less time and money lost due to turnover. It’s a win-win for applicants and employers alike.

A phone with a pop-up that reads "Ideal Applicant Found"Reduce Applicant Response Time

You never have to worry about constantly checking job sites or reviewing resumes again. Your Virtual Recruiter will monitor submissions, evaluate applicants, and immediately alert you whenever they identify someone who would be a good fit for your team. GMs can focus on important day-to-day operations and schedule interviews with the click of a button to keep applicants engaged and interested in the position at your company.

Improve Employee Retention

Best of all, our AI-powered platform is proven to improve employee retention by an average of 43%. The Sprockets software creates a unique success profile for your individual location based on the mental makeup of your top employees. It then uses that as a benchmark to find future applicants with similar characteristics. 

Job seekers simply fill out a brief, three-question survey when they apply, and you see their “fit scores” in your Sprockets dashboard along with the automatic alert. It empowers you to hire the ideal applicants every time, ultimately reducing costly turnover.

Get Your Virtual Recruiter Today

What was once too good to be true is now a reality. You can get a dedicated member of our team to drastically increase applicant flow, reduce response time, and improve employee retention while you and your GMs focus on other aspects of the business. Schedule a brief demo today and see how a Sprockets Virtual Recruiter can help maintain healthy staffing levels for your business.

A happy man on a computer and text reading "Post Jobs for Free on the Largest Marketplace for Hourly Workers"

Post Jobs for Free on the Largest Marketplace for Hourly Workers

Post Jobs for Free on the Largest Marketplace for Hourly Workers 1016 528 Sprockets

Sprockets users can now enjoy free job posting on Google, Facebook, ZipRecruiter, and Snagajob, the country’s largest platform for hourly work! Avoid the fees that job sites typically charge while still attracting top talent for your team. You’ll spend less time and money on the hiring process, allowing you to focus more on the daily operations of your business.

Reach 6 Million Monthly Job Seekers

Simply create the job listings within your Sprockets dashboard and push it live to millions of job seekers on Google, Facebook, ZipRecruiter, and Snagajob with the click of a button. You don’t need to worry about creating separate accounts or paying any additional fees. It’s a quick, convenient way to advertise your employment opportunities to qualified applicants.

Improve Retention by 43%

The applicants will automatically appear in your Sprockets dashboard along with their respective fit scores, predicting who will perform like your best employees. You’ll instantly be able to identify who is worth interviewing and will contribute to the success of your business. Users report a 43% improvement in 90-day employee retention, on average!

Join the List of Satisfied Customers

We know Sprockets’ AI-powered software is the solution for your hiring needs, but you don’t need to take our word for it. There are numerous happy customers who love to share their thoughts on Sprockets. Here’s what one user had to say:

“Sprockets has allowed us to focus on the people who have the right characteristics, the right personality, [and] the right traits, and we don’t waste as much time on those that aren’t qualified anymore.”

– Ken Cope

Home Instead Franchise Owner

Start Posting Job for Free Through Sprockets

The Sprockets and Snagajob platformsDon’t wait any longer to improve your hiring process and reduce costly employee turnover. Our team is ready to set you up for success with the Sprockets platform, empowering you to reach millions of job seekers for free and build the best team for your business. Schedule a brief demo today to get started!

A tired worker and text reading "How Employee Turnover Affects the Rest of Your Team"

The Effects of Employee Turnover on the Rest of Your Team

The Effects of Employee Turnover on the Rest of Your Team 1016 528 Sprockets

Losing an employee costs time and money, but you also must consider the effects of turnover on the rest of your team. It can negatively impact company culture, productivity, and overall satisfaction for both managers and employees. Let’s dive into the various ways turnover can hurt your business and discuss the best options for avoiding them.

How Employee Turnover Affects Your Team

The Employee Experience

First of all, a lackluster recruiting process that results in new hires that don’t fit the company culture, or are otherwise unqualified, puts stress on the current team. Existing team members lose time with their direct manager to the interview and onboarding processes. The time spent on the hiring process is generally carved away from the time managers would typically spend developing their current teams. Administrative and other time-sensitive tasks will likely take precedent over the current team’s development needs. Many development opportunities are lost, and existing employees may feel less valued.

As the poorly placed employee moves toward their eventual exit, the core employee base is forced to take on a heavier workload. In the case of absenteeism, employees must pick up more slack. In the case of poor performance, they face more work in the form of both rework and time spent resolving a series of poor customer experiences caused by poorly performing coworkers.

The Manager Experience

This redirection of energy can negatively impact the manager’s experience at work as well. The loss of development time is not just a problem for their employees. The process of creating relationships while developing individuals and teams is the primary source of professional growth for a manager. When this process is neglected, managers don’t have opportunities to build upon their coaching skill set. The team’s performance improvement efforts will suffer, and the drag on productivity will worsen. Now, the manager faces a new-hire learning curve as well as a slower improvement process for the existing team. 

Company Culture

Another consideration is the impact on a company’s culture. Most companies are very conscious of the culture they are trying to create. Creating an environment in which teams are positioned to perform well requires a lot of education and reinforcement. Consistent reinforcement provides the traction needed for a positive culture to be formed and, consequently, take on momentum. A constant stream of departures and replacements makes the task infinitely harder than it already is.

All great cultures are about creating a sense of team as well as the belief that employees have a productive place to work and perform. When employees experience turnover around them, they tend to doubt both elements. They are faced with the tasks of rebuilding a positive team dynamic and learning to trust new team members. In the case of voluntary attrition, employees will wonder whether their environment is as good as they believe it to be. They might assume people are leaving for better opportunities and working conditions. This is a real risk to the state of employee morale.

Reduce Employee Turnover With Sprockets

Two men shaking hands at a restaurantYour hiring process has a significant influence on employee retention. The challenge is to differentiate between the factors that bring the strong, consistent performers and those that result in poor fits. By focusing on logic, data, and decision quality, you can mitigate the impact of employee turnover on company morale, culture, and productivity.

This is where Sprockets can help. Our AI-powered software predicts the likelihood that applicants will fit with your company’s culture and perform similarly to your most valued employee base. The combination of artificial intelligence, natural language processing, and over 80 years of psychological research ensures that hiring managers make consistent, high-quality decisions. These decisions will play a huge role in slowing the churn in the employee base and allow teams to get back to the business of development and innovation.

Start hiring the ideal applicants and improving retention with Sprockets today!

A man and woman working in a restaurant and text reading "Franchise Hiring: The Best Tips for Building an Effective Team"

Franchise Hiring: The Best Tips for Building an Effective Team

Franchise Hiring: The Best Tips for Building an Effective Team 1016 528 Sprockets

So, you’ve finally made it. You’ve become the owner of a franchise location, and it’s time to build an effective and reliable team. This might sound easier said than done, but there are steps you can take to establish the team your business needs. If you are in the process of choosing employees, managers, and supervisors, here are some team-building tips that will prove beneficial to both you and your franchise.

Franchise Hiring 101

1. Utilize Pre-Employment Assessments

If you are struggling with franchise staffing, you should consider the power of a pre-employment assessment. These assessments help you find out more about the personality, goals, dreams, and working style of each potential employee. Everyone is unique, but you only want to hire the best of the best. You can achieve this by working with top pre-employment assessment companies, like Sprockets.

The idea of issuing an assessment to potential hires might seem daunting at first, but it is an effective way to find workers who will best support your business goals. Company culture is important as well, and an assessment can help you find out which applicants will work well together and contribute to a positive workplace environment.

2. Be an Effective Leader

There is no doubt about it; when it comes to franchise staffing, you will need to be an effective leader, even when your employees are not present. You must be able to inspire your employees and encourage them to perform at their optimal level. 

Keep in mind that imposing your will in an authoritarian manner is not necessarily the way to go when leading others. As the leader, you must be able to foster a culture of transparency and trust, and you must be honest and open with your employees about any potential problems your franchise faces.

Here are some of the skills you should have to be an effective leader:

  • Communicate clearly: Your team must understand the primary goals of your business at all times. If they do not, you must be willing to help them realize their role in the project and how it impacts the bigger picture.
  • Delegate wisely: As much as you might like to at times, you can’t do everything by yourself. You must have the ability to delegate certain tasks to others. Delegating is an important part of leadership. Also, keep in mind that some individuals are better at specific things than others — use this realization to your advantage.
  • Be approachable: You can’t be everyone’s best friend, but your franchise employees must be comfortable coming to you with questions and concerns. They should feel as if their voices will be heard and valued.
  • See the bigger picture: The ability to see the bigger picture is an integral part of being a leader. Small details matter, but you should be able to see how they combine to create a bigger idea. Keep your eye on the end goal while managing day-to-day tasks.

Any team that doesn’t have a strong and direct leader will quickly fall apart. Always be sure to lead by example and serve as the focal point of your team.

3. Define What an “Effective” Team Is

Creating a team that flawlessly executes every single task you set before them is not easy. To build a sufficient franchise team, all individuals involved must collaborate and make conscious efforts to achieve certain goals. If you want your team to be effective at all times, the following elements must be present:

  • Clear roles: Each team member must have a clear understanding of who does what. They should also understand what they are responsible for and how it impacts the entire company.
  • Excellent communication: Your team members should feel comfortable speaking their minds (in a respectful manner, of course), and everyone should feel heard. As a leader, you should feel comfortable providing guidance and correcting errors, if necessary.
  • Clearly defined objectives: Without clearly defined objectives, it will be nearly impossible to complete any task. Make sure your employees understand what is expected of them at both an individual and group level.
  • Cooperation: Although everyone should understand what is expected at an individual level, they must remember that they are part of a team. Always emphasize the importance of collaboration and group goals.

Once you decide what will make your franchise location great, you should decide what will make your team great. Only hire employees who can add their own brand of greatness.

4. Encourage Team Cohesion

Without a cohesive team, it will be hard for your business to excel. Cohesion among team members is immensely important if you intend to run a franchise location, so you must take steps to help your team members feel like they are a part of something bigger than themselves. Ideally, your team should be self-sufficient and capable of performing excellently without you having to guide them through every single step. Training such a team can take time, however. You must ensure your team members feel comfortable working with each other, even when you are not around.

There are numerous ways to help your team become more cohesive and goal-oriented. Team-building exercises can help your employees build trust and depend on each other to some degree. You should also encourage your employees to get to know each other. This is often easier said than done, but you can break the ice with after-work gatherings, casual lunches, and other fun group activities.

Finally, you should encourage your employees to collaborate with each other. If each team member is only focused on themselves, it will be difficult to reach company goals. Set collective goals and reward your team for meeting them. You can also have more experienced team members mentor less experienced members or those who are struggling.

5. Encourage an Environment of Contribution

If you really want your franchise location to grow and expand, you should try harnessing your employees’ ideas. Every person is unique, just like their perspectives and beliefs. When you take the perspectives of others seriously, you have the opportunity to add fresh ideas into the mix. Your employees might feel uncomfortable contributing new ideas at first, but by creating an atmosphere of trust and respect, you can quickly put their fears to rest. 

Encourage your employees to share more information than usual about their progress. By asking for feedback and reports, you can gauge each employee’s level of contribution as well as see how close the team is, as a whole, to meeting overall goals. Make your employees feel like their ideas and feelings matter to the franchise and their leader. 

Build the Best Team With Sprockets

A team of franchise employees with their hands togetherBuilding the right team can contribute greatly to the success of your business. Finding the right employees to staff your franchise location can seem difficult at first, but there are ways to simplify the process and ensure you assemble the best team possible. By keeping the previously mentioned tips in mind, you can build a team you can rely on and be proud of for years to come.

Plus, you can utilize the Sprockets platform to enhance your hiring process and reduce costly turnover. Our sophisticated, AI-powered solution combines psychology and technology to find the ideal employees to suit your needs. Our Applicant Matching System automatically analyzes the mental makeup of applicants to determine who will — and won’t — be a good fit for your team within minutes. It’s not magic — it’s logic. 

Schedule a brief demo today and start hiring the ideal applicants!

A new franchisee standing outside of his building and smiling

Achieving Success: Tips for New Franchisees

Achieving Success: Tips for New Franchisees 1016 528 Sprockets

Are you ready to launch a new franchise location? Between now and then, you must overcome many obstacles. Luckily, in this day and age, the answers are easier to find than ever. By checking out the following tips, you’ll have a leg up on the competition. That way, finding success with your franchise business will be easier than ever.

7 of the Best Tips for New Franchisees

Let’s look at a few of the most common traits of successful franchise owners. Of course, everyone’s situation will be different. Nevertheless, by comparing notes, you’ll notice there are some core commonalities. When you are ready to start a new endeavor, doing the research is more than worthwhile. By putting in the time, you’ll reduce the odds against you. Then, success is just a matter of commitment. At that point, it might as well be guaranteed.

1. Ensure You Have the Starting Capital

Without the money, you can’t launch anything. Therefore, ensure you have the starting capital. Otherwise, your time would be spent better on other ventures. For example, suppose you have limited funding. If that is the case, we suggest you pursue finance partners rather than customers.

2. Choose the Optimal Location

Even though your business has a well-known brand name under a franchise, that doesn’t mean it can succeed anywhere. Any experienced business owner knows that location is a significant factor in success. In certain areas, poorly ran enterprises might prosper. However, in other locations, even the most efficient endeavors might fail. By researching different locations, you can find one that fits you best.

3. Network With Other Successful Franchisees

Who said that you could not learn from other people? Of course, not everyone can give you good advice. However, by speaking with successful franchisees, you can find out what they have learned. Over their career, they’ve made many mistakes. Since you can ask them what they learned, you won’t have to go down the same road they did. That way, you can skip over some of the bumpier sections of the journey.

4. Continuously Seek New Information

You can compare yourself to other people all day long. However, you would get better results if you were to look at people who were successful. Generally speaking, they are all fast learners. Because they can pick up on things quickly, they can also adapt rapidly. In the business world, that is essential. By adapting to new circumstances, their companies thrive while others fail. If you’d like to follow in their footsteps, then it would be best if you were to emulate that trait.

5. Grow Your Business

Both you and your business should always be growing. Every year, set new goals. That way, you can have something to use while you measure your progress. By doing so, you’ll have a reason to stay motivated throughout the year. Unfortunately, many entrepreneurs fall off track after they get started. However, a small bump in the road doesn’t mean the entire journey must be derailed. Instead, use this as an opportunity to find out what went wrong and improve. Then, get back at it. Otherwise, you’ll have to learn the old adage: Failure is only permanent when you quit trying.

6. Maintain a Work-Life Balance

Besides your new business, you must also focus your time at home. At its core, your home life helps motivate you in the morning. When you wake up, rushing to work on that new project might not be exciting. However, if you have a balanced life, then working won’t be so aversive. Instead, you will be ready to seize the day each morning. By living a balanced lifestyle, your efforts will be rewarded when you focus on work.

7. Build a Strong Team of Employees

Two people working at a restaurant franchise locationWhile you are central to your company’s success, other people make your business run. As you are building your crew, evaluate each individual for their talents. You should only choose applicants who will thrive in the workplace and mesh well with the rest of your team members. The stronger you can make your team, the more successful you can make your business.

Luckily, there’s a convenient tool that makes hiring the ideal applicants a breeze. It’s Sprockets, an AI-powered solution that quickly and effectively creates a “fit score” for your applicants, empowering you to see who will drive success and stay long-term. It’s not magic — it’s logic.

Schedule your demo today to learn all about how Sprockets helps you hire the right applicants and reduce costly turnover!

A woman on a laptop and text reading "Everything You Need to Know About Vetting New Hire Remotely"

Everything You Need to Know About Vetting New Hires Remotely

Everything You Need to Know About Vetting New Hires Remotely 1016 528 Sprockets

The COVID-19 pandemic has not only led to a rapid shift in remote work, but it has also changed the vetting and hiring of new employees. In fact, according to an HR survey by Gartner, 86% of companies are hiring and conducting interviews virtually. With unemployment rates increasing, it’s becoming a mammoth challenge for HR teams to find top talent from the large numbers of applicants without meeting them for the first interview. However, planning properly and leveraging the right resources can help your HR team successfully execute and expedite the remote-hiring process.

We’re going to take you through the entire process of vetting and hiring new employees remotely to ensure good hiring decisions and set your company up for success.

1. Define Your Ideal Candidate Persona

Employing someone based purely on your gut instinct can be a gamble. Not knowing what you’re looking for in a candidate could result in making a bad hiring decision, which might be costly for your company. As such, the first thing you should do before you put out a job posting is to determine what you’re looking for in a candidate. You should identify the traits and skills that are absolutely necessary (and those skills that are nice to have, but you can teach a candidate once they’re hired if they don’t have them). Establishing what you’re looking for in a candidate at the start of the process will not only save you plenty of time and money, but it will also help narrow down your search to the top candidates for the role.

2. Develop a Clear and Accurate Job Description

Next, you need to curate a stellar job description that’s detailed and clearly lays out what you’re looking for. Be clear about the open position’s requirements, including the desired skills and experience, working environment, responsibilities, and overall conditions. Doing this will help potential candidates know what exactly the job entails and what you’re looking for in a candidate, which will let them decide whether they’re a perfect match for the open position before applying.

3. Automate the Screening Process

Rather than reviewing hundreds of resumes manually, which can be laborious and time-intensive, you can utilize an automated screening tool to help sort the candidates based on their qualifications. This helps streamline and expedite the hiring process by categorizing the applicants based on how qualified they are for the position and team.

4. Conduct Pre-Employee Assessment Tests

After you’ve screened candidates, send them a pre-employment assessment test to see whether they’ll succeed in the role and fit in with the team before inviting them for the interview. This helps save both the candidate and your HR team valuable time if they lack the skills and personality you’re seeking.

5. Outline the Interview

Maintain a pre-planned structure for your interview by determining the topics you plan to discuss and the kind of questions you’d like to ask. From the pre-employment assessment test, you’ll have an adequate understanding of an applicants’ background and skillset. This allows you to focus the interview on getting to know them more personally and determining if they’d be a good fit with the rest of the team. You should come up with a detailed list of essential questions for the interviews you’re planning to conduct. Ensure your questions can help derive insight into the candidates and evaluate their ability to carry out the role as required.

6. Utilize Remote Meeting Tools for Your Virtual Interview

Proper preparation is crucial to ensuring the interview process goes smoothly. First, you need to decide what virtual meeting platform you’ll use for the interview. You also need to ensure clear communication of the meeting details, including who will make the call, date, and meeting time. Apart from using remote meeting tools to conduct interviews, you can utilize on-demand interviews (have pre-determined questions that applicants can record their responses and send them in). Make sure to evaluate the applications and interview recordings as a team to ensure compatibility.

7. Complete HR Paperwork Virtually

After you’ve found the right candidate for the role, make an offer and finalize the hiring process via tools like DocuSign, applicants will be able to sign the offer document electronically and send it back to your HR team.

Take Your Virtual Recruiting To the Next Level

A woman showing a laptop screen of the Sprockets hiring platformWould you like to find out how Sprockets can take your talent acquisition to the next level and reduce your employee turnover and dependency on sourcing new candidates?

Request a demo today or contact us for more information or for help with any questions you might have. We look forward to helping you build the best team possible for your business!

Two people in an interview at a restaurant and text reading "Why Applicants With No Experience Can Be Quality Hires"

Why Applicants With No Industry Experience Can Be Quality Hires

Why Applicants With No Industry Experience Can Be Quality Hires 1016 528 Sprockets

While it is understandable that one would prefer to work with an employee who already understands industry jargon, is familiar with the proper tools, and has a grasp on what the job entails, these hiring criteria might only benefit you in the more senior positions. However, when trying to fill hourly or even entry-level positions, hiring candidates with no industry experience might lead to a better quality hire in the long run. 

When faced with a mountain of resumes, it makes sense to focus on candidates with a proven record in the industry. However, multiple reports, such as this one by Glassdoor, say that this might not always be the case. You might actually end up missing out on the ideal applicants. Below, we discuss five important reasons why you should pick potential over experience:

5 Reasons to Hire Applicants With No Industry Experience

1. They Are Adaptable: Newbies are moldable, unlike someone who has done the same tasks and solved the same issues in a different organization. An experienced person will not question or examine strategies, status quos, or processes with fresh eyes. They tend to be cookie-cutters who follow the same standard procedure that they’ve always used.

Currently, all industries are facing uncertainty. There has never been a time when organizations needed change or coping skills as much as they do now. Unfortunately, an employee who has spent a significant amount of time fixated on the same role, facing similar challenges and using the same thought process to come to solutions, will need intense training to re-imagine or rethink a task. Choosing to bring new and unexplored talent — people who have yet to develop habits and routine practices — will present you with employees who respond positively to changes, adapt seamlessly to new company culture, and seek new solutions and opportunities.

2. They Bring Fresh Talent and Perspectives: While experience is valuable, companies are now more focused on diversifying their culture and hiring employees with a wide range of skills. Culture is ever-changing, and the younger generation is at the forefront of it. Hiring fresh talent will introduce new ideas and perspectives that align with the current market trends and expectations. People who’ve done the same or similar jobs over and over tend to fall into a mental rut. Similarly, your interviews will be more enlightening and exciting. Not only will you grow in the process of hiring newcomers in your industry, but you might land the brilliant, energetic employee you always wished for.

3. They Are Passionate: When you’re accustomed to the same routine and job, your curiosity tends to dip. Taking a chance on someone without experience and training them can help motivate them to remain passionate and loyal to your organization. New employees without experience are usually eager to learn and impress if only to affirm your decision in hiring them. Experienced employees will probably tell you how they will accomplish the job in the same guaranteed approach, without expressing interest in learning what makes your company unique. Candidates who have been in the industry for years sometimes tend to be the least creative, especially if you’re looking for someone who can rethink and improve upon an idea or a function.

On the other hand, an entirely new candidate in your industry has innate curiosity, positivity, and passion. Along with the feeling of accomplishment, these traits will rub off on other employees, which might end up positively impacting your organization’s productivity.

4. They’re the Future: Bringing in a new candidate with no prior experience, while challenging, can help foster innovative ideas. You get the opportunity to train them to fill the role the way you want it to be. Additionally, watching your new hire transform right before your eyes into a full-fledged professional is both rewarding and inspiring.

5. They Bring Diversity: Diversity and inclusion are vital in any organization. A diverse workplace yields higher revenue growth as well as increased employee retention. A diverse team improves morale and allows for exchanging ideas from different demographics, leading to out-of-the-box solutions.

Find the Right Applicant With the Right Recruitment Solution

A woman on a laptop hiring applicants with no industry experienceHiring young talent is not only refreshing to your organization, but it’s also an opportunity for growth and better ideas. You will develop a positive company culture of inclusion, challenge your thinking, and open pathways to innovative ideas, which might be the best thing you ever do.

This hiring process can be difficult, but not with Sprockets. To ensure you hire the right candidate, Sprockets offers personality tests for the interview process to ensure you find the right candidate. Our sophisticated solution combines technology and psychology to find applicants with a similar mental makeup as your current top-performing employees, ultimately reducing costly turnover. Schedule a brief demo today to see it in action!

A team of restaurant employees talking about the importance of recruiting for personality

The Importance of Recruiting for Personality: Everything You Need to Know

The Importance of Recruiting for Personality: Everything You Need to Know 1016 528 Sprockets

What matters more to you when hiring: the applicants’ personality or the skills in their CVs? A study revealed that 78% of professionals from various industries agreed that personality is the most crucial factor when hiring. These employers cited the initial skillset as the least important factor. Many employers want to find people who will mesh well with their values and cultures.

Why Should You Recruit for Personality?

According to Leadership IQ’s study that involved about 20,000 companies, 46% of new employees quit their jobs or fail within one and a half years. Also, a whopping 89% of those failures were due to attitudinal reasons. You can imagine the cost these companies incurred due to high employee turnover. So, assessing your applicants’ personality rewards you with the following benefits:

1. Boost Employee Engagement: If a person’s preferences and interests fit a job, they’ll keep them engaged over a long period in the workplace. As an employer, you’ll want to know your potential employee’s engagement level in the job. People who enjoy doing their tasks are more likely to derive satisfaction from their jobs. Consequently, they’ll gladly welcome opportunities for growth and development in their careers. As such, expect improved on-the-job performance, which will boost the overall success of your business. 

Your business needs people that will freely share ideas and forge robust cooperation. However, it’s nearly impossible to determine if a potential employee can interact positively with your customers and other employees before hiring them. That’s where an employee personality assessment becomes useful. You can determine an applicants’ social skills with a quick personality test.

2. Increase Employee Success and Job Performance: Pre-employment personality assessments can give you powerful insights into a candidate’s future success at the workplace. If you’re looking for employees that will post stellar performance in your business, the assessments will help you identify desirable personality traits.

These traits include professionalism, high energy, confidence, self-monitoring, empathy, etc. You can rest assured you’ll reduce your employee turnover by recruiting for traits such as these. Your workforce will tend to stay positive in their jobs and improve performance.

3. Reduce the Cost of Bad Hires: You win some and lose some, but it’s expensive to hire badly. So, strive to hire more people with the right personality. While a typical profit-and-loss spreadsheet will never reveal bad hires, evidence shows that low employee retention is among the factors that hurt corporate profitability. According to research, a company can incur 50% to 400% of an employee’s annual salary if that employee leaves. 

What Are Some of the Crucial Personality Traits to Look for in a Candidate?

When arming yourself with personality tests for your applicants, be sure you identify all the ideal traits that fit the target positions. Here are the most common qualities to test:

  • Professionalism: This trait includes a person’s attitude, behavior, and conduct in a business or work environment. You want people who conduct their jobs in a way that preserves and even boosts your company’s image.
  • High energy: An employee with high motivation will work their tail off to bring maximum value to your business. They’re usually highly engaged, proactive, energized, driven, focused, and coachable.
  • Confidence: Having technical skills is one thing, but demonstrating confidence in your skills to solve an issue is another thing. Does your candidate believe in themselves and their ability to serve clients, interact with other employees, and push your business forward?
  • Self-monitoring: Don’t hire a person that will laze around and scamper to their duties when they see you or their superior. Go for those who value the company’s time, know how to use their skills for particular tasks, and self-monitor their improvement. Such breeds don’t need high levels of supervision. 
  • Team-player: While one person can move quickly, your company requires team players if you’re looking to grow. Employees who easily collaborate among themselves will brainstorm on ideas, solve problems together, and support each other for common goals.
  • Empathy: A highly empathetic personality strives to cultivate curiosity about strangers, discover commonalities, listen well, and try to understand another person’s situation. They also have ambitious imaginations. Hire empathetic people to wow your clients, surrounding community, fellow employees, suppliers, and other stakeholders. 

How Personality Assessments Can Help Pin-Point the Right Candidates

Employee personality tests aim to determine attitudinal and other traits. Most modern tests, like Sprockets’, employ a combination of psychology and technology to identify red flags. Forward-thinking companies understand the importance of hiring for personality and embrace these psychology-backed assessments. They’ve realized that relying on gut feelings and CVs alone can only take them so far.

The icing on the cake is that you can get the testing done within just a few minutes using a desktop or mobile device. You can then use the results to assess how applicants will fit with your business culture. With these personality assessment tests, you’ll get all sorts of relevant information concerning your applicants, like their:

  • Level of emotional intelligence
  • Work ethic
  • Reliability
  • Score in terms of the big five personality dimensions: extraversion, conscientiousness, neuroticism, openness, and agreeableness

Would you like to customize the tests to meet your specific wants and needs? These psychology assessments can handle that too. 

Hire the Right Fit With Sprockets!

A woman showing a laptop screen of the Sprockets hiring platformThere’s more to hiring the perfect candidate than experience and skills. Hiring someone with the right personality is crucial to the company’s success. While skills can be taught, having the right attitude, passion, and eagerness for a field cannot. Focusing on the candidate’s personality is vital to ensure a healthy work culture and employee engagement amongst team members. The wrong personality and attitude issues can impair workplace morale, draining your energy, resources, and time. Eventually, negative traits can drive away your hard-earned customers and top performers. 

Do you find it hard hiring the right fit for your business work culture? At Sprockets, pinpointing the perfect match is our business. Request a demo now and see how we can bring value to your business.