Hourly Employees

College graduate holding her diploma with text below reading: 7 Unique Types of Employee Benefits to Offer Hourly Workers

7 Unique Types of Employee Benefits to Offer Hourly Workers

7 Unique Types of Employee Benefits to Offer Hourly Workers 1016 528 Sprockets

The average wage for a fast food worker in the U.S. is $12.43, though the federal minimum wage remains at just $7.25/hour. However, many people simply won’t accept the bare minimum. Job seekers want competitive wages, opportunities for growth, and the best employee benefits. Employers must get creative with employee benefits if they want to attract and retain hourly workers.

Get ahead of the competition and hire your ideal employees with Sprockets! Our Applicant Matching System creates unique success profiles based on your current top performers and reveals which applicants will succeed and stay long-term. 

 

 

Aside from industry standard benefits — medical, life, disability insurance, etc. — here are seven creative types of employee benefits to offer your hourly workers.

1. Sign-on Bonuses

Companies like Papa John’s and McDonald’s have started to offer their hourly workers sign-on bonuses. The food service industry, in particular, is facing record-high turnover rates, so it’s crucial to attract and retain applicants. Employees will get to enjoy the instant gratification of cash in their pocket and will likely be more motivated to stay at your business long-term. It’s a win-win. 

2. Gym Membership Discounts

Encourage your hourly workers to maintain a healthy lifestyle by offering gym membership discounts! Regular exercise can boost employee engagement and productivity. The healthier your hourly workers are, the more likely they will come to work energized and ready to conquer the day. 

3. Scholarship Opportunities

Seeking a degree is costly, so why not reward your hourly workers with free education? Top brands like Taco Bell currently offer exclusive scholarship opportunities for employees. Their Live Más Scholarship will be awarding Taco Bell employees with $7 million in 2021. 

4. Tuition Reimbursement

Approximately 43 million Americans are currently burdened by student loan debt. Some companies, like Chick-fil-A and McDonald’s, have taken it upon themselves to offer their employees tuition assistance or reimbursement. 

So, what is tuition reimbursement? Employers agree to pay a specific amount or percentage of their employees’ higher education for a degree if the employee works a certain amount of hours per week. Usually, the study program relates to their current career, but that is not always a requirement. Offering tuition reimbursement to your hourly workers can benefit your company since your employees are less likely to leave and seek higher wages elsewhere.

5. Workplace Counseling

Stress is inevitable, regardless of the industry you work in. Consider implementing Employee Assistance Program (EAP) benefits such as workplace counseling. This gives them access to therapists who work with employees to reduce stress that could impact employees’ ability to do their job. Workplace counseling aims to provide a healthy environment as it benefits both employers and hourly workers. Employees have a safe, confidential place to discuss problems, solutions, and useful skills, and businesses generally see lower turnover rates, higher employee attendance, and better productivity. 

6. Childcare Services

62% of parents in the U.S. struggle to find childcare so they can support themselves and their family. Additionally, 83% of millennials say they would leave a job for one that provided more family-friendly services like childcare. This employee benefit program is often overlooked or forgotten by employers, so if you have the resources to do so, it would make many parents happy. Plus, childcare services will boost employee recruitment, retention, and attendance.

7. Charitable Donations

Consider making a donation in your hourly worker’s name to a charity of their choice. A Senior Helping Seniors franchise implemented this program to attract more caregivers to their locations, and so can you!

Bonus Benefit: Being Part of a Cohesive Team

In addition to implementing several types of employee benefits, hire individuals who will mesh well and succeed like your best hourly workers! Sprockets’ Applicant Matching System empowers owners and operators to predict applicant success based on the mental makeup of top team members, ultimately reducing costly turnover by 22%! Our AI-powered solution is proven to work and is trusted by top brands like McDonald’s and Taco Bell.

 

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.

Someone on a laptop and text reading, "5 of the Best Job Board Sites for Employers"

5 of the Best Job Board Sites for Employers

5 of the Best Job Board Sites for Employers 1016 528 Sprockets

There are millions of employment opportunities available to job seekers at any given moment, so how do you make yours stand out from the crowd? First, you must decide where you plan to advertise your open position. We recommend choosing at least a few from our list of the best job board sites for employers. After all, you want to expand your reach as much as possible to maximize your chances of attracting high-quality applicants. However, you should do so strategically. Learn about some of the most effective online job boards and post on the ones that your target audience would most likely use.

Note: Keep in mind that many of the best job boards charge fees. You might quickly find yourself spending hundreds of dollars — that you can’t afford to spend — on job postings. Luckily, Sprockets enables you to post jobs for free on popular websites! You’ll even get the retention-improving power of our Applicant Matching System.

The Top Job Board Websites for Employers

Snagajob

If you’re looking to snag some of the best hourly workers for your business, try posting on Snagajob. Their website helps you reach millions of job seekers for industries like fast-food service, retail, and hospitality. They help two-thirds of the hourly workers in the US find jobs each year!

ZipRecruiter

The ZipRecruiter employer dashboard is all about enabling businesses to improve their speed of hire. Their user-friendly interface and sophisticated algorithm help you to find high-quality applicants quickly. It automatically scans resumes to find people who are likely to be interested in, and succeed at, your open position.

Adzuna

Adzuna is another excellent option with job-board software that incorporates data and smart matching technology to recruit candidates. Similar to Snagajob, Adzuna gets millions of visitors each month, so there’s a good chance that the right fit will find your post. Best of all, they charge based on applicant response rate, so you can save a little extra money and focus on people who are actually interested in working for you.

Upward

If customization and convenience are crucial to your recruiting strategy, then Upward is the way to go. Their website allows you to use premade job description templates, message applicants directly, rate candidates, and add filtering questions to weed out people who you wouldn’t want to spend time interviewing anyway. Pricing starts at $50 per job post.

Indeed

Of course, a list of the best recruitment sites for employers is incomplete without mentioning Indeed. The Indeed employer dashboard is used by numerous business owners and hiring managers, and it’s no surprise why. Indeed reaches over 250 million job candidates each month and allows users to manage the hiring process from start to finish. Plus, it’s home to several helpful guides and resources for recruiters.

Post Jobs for Free

A man on a laptop posting jobsThe hiring process is costly enough, especially when you account for employee turnover. Consider all of the lost knowledge, productivity, and team morale that can occur when you lose a valuable crew member — not to mention the negative impact it can have on the customer experience. Why would you want to add another expense?

Instead, use Sprockets to avoid job board fees and reduce costly turnover! Our AI-powered platform allows you to post jobs for free to Snagajob, ZipRecruiter, Adzuna, Upward, and more from within your dashboard. Plus, you get our Applicant Matching System that reveals which applicants are most likely to succeed and stay long-term, ultimately helping you improve employee retention.

People interviewing in a restaurant with text reading, "Applicant Sourcing Strategies: Re-Engagement Campaigns"

Applicant Sourcing Strategies: Re-Engagement Campaigns

Applicant Sourcing Strategies: Re-Engagement Campaigns 1016 528 Sprockets

Maintaining a high-quality applicant pool is a challenge for numerous business owners and operators. However, with the right applicant sourcing strategies, you can quickly expand your list of potential hires and find the ideal fit for your company. For instance, have you ever considered re-engaging past applicants? Although you decided not to hire these individuals before (or you simply didn’t have time to look at all of the resumes), they might prove to be excellent options now.

As you read through our tips on how to re-engage past applicants, consider letting Sprockets handle the heavy lifting. We go beyond providing helpful advice to actually help you with the re-engagement process. It’s one of the many benefits of our platform, including the fact that users improve employee retention by an average of 43%!

Why You Should Re-Engage Past Applicants

It Saves You Time

If the thought of going through the typical, tedious hiring process makes you cringe, then it’s time to re-think your sourcing strategy. Rather than crafting a new job posting and weeding through a pile of resumes, simply reach out to past applicants. These individuals might still be interested in working for you, and all they’re waiting for is an opportunity.

It Reduces Hiring Costs

Another major benefit of re-engaging previous applicants is that you don’t have to post another advertisement and pay for all the fees that popular job boards usually charge. These can cost upwards of $400 or more! Plus, you must consider all of the tasks required to recruit new applicants that distract you and your team from important daily operations. This could severely reduce productivity, ultimately decreasing potential ROI.

It’s Effective

Past applicants are more likely to say yes to a job with your company than the new applicants you are trying to recruit. They are already familiar with your business and have previously shown interest. So, if you are able to identify the right fit with a hiring platform like Sprockets, you can be well on your way to onboarding your next top performer!

Run Re-Engagement Campaigns With Sprockets

A man in a coffee shop posting job descriptions as an applicant sourcing strategySo, how do you effectively re-engage past applicants? The answer is simple: Use Sprockets. Our AI-powered platform makes it easy to upload your list of past applicants and send them all our three-question survey with a single click. They’ll even receive a text message with information about your job opening and be able to apply right from their phone!

Start re-engaging past applicants today with the hiring solution that business owners trust to source, screen, and retain high-quality employees.

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

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

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

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

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

Why You Should Add Sprockets to Paradox’s McHire Platform

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

What Other McDonald’s Franchise Operators Have Experienced

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

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

– Curtis Wilhelmi

McDonald’s Franchise Operator

How to Install the Sprockets Integration

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

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

A woman on a laptop with text reading, "How to Prepare Now for Hiring Seasonal Staff for the Holidays"

How to Prepare Now for Hiring Seasonal Staff for the Holidays

How to Prepare Now for Hiring Seasonal Staff for the Holidays 1016 528 Sprockets

Thousands of seasonal staff members are hired each year during the holidays. These seasonal employees may be at a business for two weeks or up to two months. No matter the length of employment, some of them will be identified as top-notch workers. In order to keep having great seasonal workers, take some time now to prepare properly. Let’s review what you need to do to prepare for the seasonal hiring process and how to set yourself up for a successful, productive holiday season.

5 Tips for Hiring Seasonal Employees

1. Assess Your Needs

The first thing to do is reflect on the past seasons when you needed extra help. Consider the strategies you used and how effective they were. Think about the challenges you faced as well as the success you accomplished. It will be helpful to analyze efforts in the previous couple of years, if possible. That way, you can get an idea of how many seasonal employees you must hire.  

2. Identify Who You Want to Return

As you monitor your seasonal staff members throughout the holidays, take notes. Are they consistently punctual? Do they help customers with a positive attitude? Have you received any complaints about them? (When thinking of which seasonal employees you’d like to return, remember that you should make it known before they leave!)

3. Start Early

Aim to get the best seasonal hires before your competitors snatch them up. This means that you have to start hiring early. Give yourself a hiring window of at least two to three months. The following are some of the things you can do during this time period: 

  • Create Optimized Job Descriptions: The focus and details of the job description should be similar to that of year-round employees. Include the total period you need each seasonal employee for and whether there is a chance for their position to be permanent.   
  • Get Creative With Seasonal Hiring Strategies: Consider offering referral incentives to your current employees and customers. Or, reach out to previous seasonal staff members to find out if they are still interested this year.
  • Conduct Effective Interviews: Just because you are hiring seasonal employees does not mean you should overlook the interview process. Otherwise, you could miss out on selecting candidates who have the best skills and match your organization’s culture.
  • Screen Your Applicants: Examine your candidates carefully by thoroughly checking their resumes, contacting their references, and, if possible, conducting background checks. This ensures that you don’t end up with bigger issues after hiring them.

4. Conduct a Positive Onboarding Process

You should set clear expectations to ensure that your seasonal staff knows what is expected of them. Make sure that you also clarify that the position is temporary so that they don’t get disgruntled later on. Additionally, train and mentor the seasonal staff properly and give them time to settle in to be able to work efficiently when the rush hits. This ensures that you do not become disappointed when you need them the most.

5. Conduct Exit Interviews

At the end of the holiday season, be sure to conduct exit interviews (or online surveys) with all seasonal employees. This exit interview should help you understand how to attract and retain other employees in the future. The following list of questions is a good place to start:

  • How did you hear about this job opening?
  • Why were you interested in this job?
  • What was your favorite part of the job?
  • Was there anything you wish you could change about the position?
  • Do you have any feedback for management?
  • Are you interested in returning next year?

The answers to these questions should give you the information you need to make smarter hiring decisions. If the majority of people heard about the job opening through a social media post, try sponsoring posts next year to reach more people. When candidates tell you what they liked most about the job, be sure to emphasize that information in the job description! It’s important to keep in mind that getting information is only helpful if you decide to take action based on it.

Discover the Ideal Applicants Before Interviewing Them

A woman on a laptop hiring applicantsYou have enough to worry about without having to dedicate time to the tedious hiring process. Let Sprockets handle the heavy lifting with our AI-powered hiring solution. We offer free job postings to augment sourcing as well as a sophisticated applicant matching system that reveals who will perform like your top employees. Plus, you can get alerts when an ideal match is found! The list goes on, but you don’t have to take our word for it. Simply see what all of our happy customers have to say!

Schedule a free demo now to start hiring the best seasonal employees for the holidays.