Human Resources

A doctor and patient with text reading "Can Employers Require the COVID-19 Vaccine?"

Can Employers Require the COVID-19 Vaccine?

Can Employers Require the COVID-19 Vaccine? 1016 528 Sprockets

It’s been on the minds of workers, job seekers, and business owners since vaccines became available: Can employers require a COVID-19 vaccine for their employees? While about half of the adult population in the U.S. has received at least one dose, several people have not been vaccinated due to medical reasons, personal preference, religion, or lack of availability.

Still, some U.S. employers have begun developing COVID-19 vaccination policies in line with information from the FDA, CDC, EEOC, and other regulatory bodies. Let’s take a shot at explaining everything you need to know about this complex situation.

What You Should Know About COVID-19 Vaccine Requirements

EEOC Guidelines

According to the Equal Employment Opportunity Commission (EEOC), employers can require COVID-19 vaccinations for all employees entering the workplace. It does not explicitly forbid mandatory vaccination programs.

Nevertheless, employers must accommodate employees with exemption requests due to religious beliefs or medical reasons. This may include wearing a mask, social distancing, or working from home.

FAQ: Can the CDC Mandate COVID-19 Vaccinations for Employees?

As an arm of the federal government, the Centers for Disease Control (CDC) does not mandate vaccinations or keep track of personal vaccination data. States, local governments, and employers can mandate COVID-19 vaccination programs, but only if it’s permissible under state and other applicable laws.

Employee Vaccination Incentives

Employers, corporations, and states are offering incentives to increase vaccination rates that include lottery tickets, passes to amusement parks, and even cash. These incentives must be limited in scope under the EEOC guidelines. It warns that “very large incentives” could make employees feel too pressured to reveal their protected medical data. 

Incentives must also comply with the ADA and the Genetic Information Nondiscrimination Act (GINA) as well as with federal, state, and local laws. Under the GINA, employers are not allowed to provide incentives to employees for convincing unvaccinated coworkers to get the shot.

Risks of Mandatory Vaccination Policies

Be aware that employers may be held responsible for workers’ compensation claims if subsequent injuries and illnesses are found to be related to the shots. This is where the situation becomes more complicated.

Employers who implement mandatory vaccination policies must consider that adverse reactions, requiring employees to seek medical intervention or rendering them unable to work, may be recorded on the OSHA logs if the illness or injury is related to the vaccine.

According to Brent Clark, a lawyer at Seyfarth Shaw, “If I’m going to go to the step of mandating the vaccine, then I’m going to own the reasonably foreseeable consequences that individuals may suffer or may result from that vaccination.”

Advice for Business Owners

Carefully assess the risk-to-reward ratio of implementing a mandatory vaccination program. Depending on your business, satisfying the compliance requirements may be more trouble than it’s worth. If you implement a requirement, make sure you inform staff about the process and explain how employees can submit requests for reasonable accommodations/exemptions for religious and medical reasons.

Finally, stay informed with the most up-to-date information. Regulatory agency guidance can change by the day!

Are You an Employer Struggling With Staffing Levels?

Someone on a laptop screening high quality candidatesIf so, Sprockets can help you source, screen, and select the ideal applicants. Our AI-powered solution reveals who shares characteristics with your top-performing employees, empowering you to make better hiring decisions and improve employee retention. The platform features free job posting ($400 value), tax-credit evaluation, and even virtual recruiters who send immediate alerts when they find an excellent candidate.

Schedule a brief demo now to see how Sprockets helps you maintain optimal staffing levels!

A man on a laptop with text reading "25 States Reducing Unemployment Benefits"

Which States Have Decided to Reduce Unemployment Benefits?

Which States Have Decided to Reduce Unemployment Benefits? 1016 528 Sprockets

The COVID-19 pandemic has created one of the worst economic downturns since the financial crisis of 2008, leading both federal and state governments to quickly bring relief to millions of Americans who suddenly lost their jobs. State leaders agreed on the need to increase the number of unemployment benefits being provided to their citizens during this time.

Now, states have begun to open up once again, prompting governors to propose dates when federal unemployment benefits should be reduced. The following includes a list of the states that are seeking — or have already approved — a plan to reduce unemployment benefits.

States Reducing Unemployment Benefits

It’s important to note that the official expiration date for the Federal Pandemic Unemployment Compensation (FPUC) is September 6, 2021. Although federal funds would still be available to states, many leaders have chosen to end the programs before September 6 in an effort to encourage people to get back to work. This means that benefits such as the extra $300 per week supplement will be removed.

June 12 | Alaska, Iowa, Mississippi, Missouri

June 12 is the earliest date set to terminate benefits. These reduced unemployment benefits will affect Americans in Alaska, Iowa, Mississippi, and Missouri. Dr. Tamika L. Ledbetter, Alaska’s Department of Labor and Workforce Development Commissioner, has stated that Alaska’s economy is open, and employers are ready and willing to bring people back to work. The same sentiment is shared among the other three states who have chosen June 12 to bring an end to COVID-19 unemployment benefits.

June 19 | Alabama, Idaho, Indiana, Nebraska, New Hampshire, North Dakota, West Virginia, Wyoming

Just a week later, the states of Alabama, Idaho, Indiana, Nebraska, New Hampshire, North Dakota, West Virginia, and Wyoming will end the COVID-19 unemployment benefits. Governor Kay Ivey of Alabama defends the move by saying that many business owners have come to her stating that they are having a difficult time finding people to hire. 

Opponents of this move point to small business owners and other self-employed Americans who would normally be denied unemployment during COVID-19 but are keeping themselves afloat due to the additional federal funds and removal of certain restrictions.

June 26 | Arkansas, Oklahoma, Utah, Florida, Georgia, Ohio, South Dakota, Texas

Spearheaded by Texas Governor Gregg Abbott, the states of Arkansas, Oklahoma, Utah, Florida, Georgia, Ohio, South Dakota, and Texas will effectively opt out of 2021 unemployment funds from the U.S. Department of Labor on June 26. Texas Governor Gregg Abbott stated that those on unemployment benefits are equal to the jobs available in Texas.

June 27 – July 10 | Montana, South Carolina, Tennessee, Maryland, Arizona

Some of the last states to reduce unemployment benefits include Montana on June 27, South Carolina on June 30, Tennessee and Maryland on July 3, and Arizona on July 10. Although these are some of the latest dates on the list, they are still a far cry from the September 6 deadline set by President Biden and Congress.

Business Owners Are Turning to Sprockets’ Staffing Solution

A man looking at job applicants on a tabletIt’s challenging to attract applicants, especially the ideal ones for open positions with the current labor crisis. Luckily, Sprockets offers an AI-powered solution with all of the tools necessary to quickly stabilize and maintain healthy staffing levels. 

The Sprockets platform features free posting to popular job boards ($400 value), personality assessments, virtual recruiters, and a sophisticated applicant matching system that reveals which applicants will perform like your best employees. It’s proven to be effective, improving 90-day retention by 43%, and it’s loved by business owners across several top brands. Curtis Wilhelmi of McDonald’s states, “It’s a no-brainer!”

A woman thinking with text reading "Are Reference Checks Still Relevant?"

Are Reference Checks Still Relevant?

Are Reference Checks Still Relevant? 1016 528 Sprockets

Although some companies believe reference checks are outdated, many still rely on them to make the right hire. Recent research by the Society for Human Resource Management (SHRM) survey reveals 87 percent of employers conduct reference checks during pre-employment screening. This piece provides information on how to conduct reference checks to get the most out of them.

What Is a Reference Check?

Reference checks have been part of the recruitment process for a long time. Checking references involves contacting employers, managers, supervisors, educational institutions, and many more to verify meaningful employment and educational information about a potential hire. Background checks provide a means for companies and recruiters to learn more about a candidate’s background, experiences, and skills.

Do Companies Still Use Reference Checks?

Most companies still use reference checks in their hiring processes. Reference checks offer crucial final validation or warnings about a possible hire. They also provide an excellent opportunity for recruiting teams to get valuable insights into a candidate’s strengths and limitations to best support them once they are onboarded.

Ideally, a reference check gives you a chance to learn more about a candidate outside their qualification and experience. You gain information about their unique work style from an experienced supervisor who evaluated their strength and weakness while the candidate was on the job.

If Reference Checks Are Out of Date, How Do I Tell if I Am Making a Good Hire?

Use the following variables to get the most out of your reference checks:

See If They Are a Good Cultural Fit

When engaging their previous supervisor, frame a few questions to help you gauge whether the candidate is a good fit for your organization. Start with the specifics, including employment dates, job title, and responsibilities. Compare the answers with the data in the candidate’s resume. Hint to the supervisor about the position you are considering the candidate for and ask for their opinion. Dig deeper and find out about the candidate’s work habits and personality. Ask about their motivation levels and whether they prefer working as part of a bigger team or working alone. Some of the questions to ask at this stage include:

  • Did the candidate ever supervise another employee?
  • Were they ever promoted? 
  • How did they handle conflict?
  • What was the candidate’s record for lateness or missed deadlines? 
  • Would the supervisor hire the candidate again, given the opportunity?

Gauge If They Are A Personality Fit

Each employee possesses a unique working style. By knowing a potential employee’s personality, you will lay down ideal strategies to manage them. During your background checks, use behavioral interview questions to determine the patterns in behavior and thought processes of employees when presented with various workplace situations. Find out how the candidates have dealt with given situations and the lessons they learned from them. 

  • Tell me an instance when candidate X was faced with a difficult situation and how they solved it.
  • Give me an example where candidate X showed leadership and provided guidance for the team to achieve a goal despite challenges.
  • How does candidate X handle varying opinions from co-workers?

Do They Have a Performance Fit?

Find out about the candidate’s specific performance and the primary motivators that keep them engaged and high performing. Each employee responds to incentives differently, and knowing the ways to keep your potential hire well-motivated ahead of onboarding can help maximize their potential. Besides, having such insights at the interview stage helps you understand whether you can realistically keep the potential employees engaged and motivated.

What If I Need to Perform a Reference Check?

Some of the best practices to integrate into the process include:

  • Doing the Reference Checks Yourself: Doing the checks yourself ensures you are getting the right information. If you must use a recruiter, ensure you are developing the questions for the third-party verification and HR personnel.
  • Ask the Right Questions: Create a shortlist of questions that help reveal the candidate’s experiences, behaviors, and competencies. Ensure you are crafting open-ended but probing questions.
  • Avoid Personal References: Avoid family, friends, and peer references. In most cases, such references may not be able to speak definitively and objectively. Ideal references include the candidates’ supervisors or even a customer.

What Questions Should I Ask When Checking a Candidate’s References?

Some of the top questions to ask a supervisor when checking a candidates’ reference include:

  • What are the candidate’s specific strengths and weaknesses?
  • What was one of the candidate’s best accomplishments while working with you?
  • How can you describe the candidate’s reliability and dependability?
  • What skills would you recommend for the candidate to develop and reach their full potential?
  • What type of work environment do you think the candidate would most likely thrive in and why?
  • Why did the candidate leave your company?
  • Is there anyone else you’d recommend I speak to?
  • Would you rehire the candidate if given a chance?
  • Would you recommend this candidate?

Consistently Hire the Right Applicants With Sprockets

A woman on her laptop and phone conducting a reference checkSprockets combines technology and psychology to solve most problems that hiring managers typically face. The AI-powered platform is designed to help stop the cycle and expense of constant turnover, evaluate applications quickly and definitively, and prevent bias and gain overall diversity. Contact us today to learn more about our hiring solution and how to leverage it during your screening and hiring processes.

Two women shaking hands with text reading "5 of the Best Practices for Hiring Hourly Employees"

5 of the Best Practices for Hiring Hourly Employees

5 of the Best Practices for Hiring Hourly Employees 1016 528 Sprockets

Did you know that there are at least 82.3 million hourly employees in the U.S. alone, accounting for 58% of the labor pool? Hourly workers play an essential yet undervalued role across many sectors, most notably hospitality, home health care, retail, warehousing, and fast-food services. And despite the soaring unemployment rates, many hiring managers can agree that sourcing reliable, hardworking hourly employees is not easy.

In a broad sense, hiring practices might seem deceivingly similar regardless of the jobs in question – recruiters identify the hiring needs, write job descriptions, advertise positions, screen the applicants, and hopefully hire the best candidates. However, the strategies used to recruit, screen, and hire hourly workers are different from those used to hire full-time salaried employees.

Hourly jobs draw a unique pool of candidates from a specific age demographic with different levels of professional experience and qualifications than most full-time positions. As such, recruiters must design flexible hiring policies and implement the following best practices when hiring hourly employees.

 

1. Develop a Sustainable Sourcing Strategy

While many employers might find hourly workers via local newspaper adverts or word-of-mouth recommendations, it pays to study what the top competitors in the industry are doing. Do they source their hourly employees from online job sites and job forums? What are their success rates with these methods?

As mentioned before, the hiring practices used for recruiting full-time salaried workers may not be as effective when finding hourly employees. Given that less than 20% of hourly employees work outside 5-mile radiuses of their homes, and most hourly employees are 16-24 years old, recruiters should reflect this in their sourcing strategies.

One way to develop an optimal strategy for hiring hourly employees is to consider where potential candidates are more likely to view and interact with job adverts. Combining this consideration with a digital recruitment software that employs geolocation tools to identify where prospective candidates reside can help businesses recruit local hourly staff only.

But perhaps even more important is to maintain accurate records of where the best-performing workers came from. This information can significantly cut unnecessary delays in the hiring process during future recruitment drives.

2. Use a Simple Application Process

Simplicity is key when hiring hourly employees. Many people looking for hourly jobs never intend to pursue them as lifetime careers. As such, most candidates may not be willing to jump over multiple hurdles when applying for hourly jobs.

Ideally, recruiters should ask prospective candidates to submit their resumes along with summaries of how they meet the job’s requirements. Remember, the more complicated an application is, the less likely potential candidates will even bother to apply. A recent study by Glassdoor reveals that reducing the time it takes to complete a job application by 10% may result in a 2.3% and 1.5% rise in mobile and desktop applicants, respectively.

Besides simplifying the application process, recruiters should make their online applications as mobile-friendly as possible. Estimates suggest that as much as 58% of the current workforce uses mobile devices to apply for positions. Inhibiting the public’s ability to apply for jobs on the go will only result in less interested candidates.

The less exhausting candidates find a job application process, the easier it is to attract hourly employees. Our AI-powered platform includes a Virtual Recruiter that sources and communicates with both mobile and desktop candidates to ensure applicants from different walks of life are considered.

3. Digitize the Hiring Process for Maximum Efficiency

One of the biggest mistakes a hiring manager can make is to assume that candidates will stay patient while they sift through hundreds of applications. On average, hourly employees send out eight applications before landing a job. Most candidates send out multiple applications simultaneously, making them more likely to consider the company that offers them a position the fastest.

According to a survey by the Workforce Institute, 37% of hourly employees consider the quickness of landing a role as the most important factor when applying for hourly jobs. The hourly pay and proximity to their homes come close at 33% and 17%, respectively.

Since speed is of the essence, implementing digital hiring tools should be a topmost priority. Our application matching software and Virtual Recruiter use AI to handle the bulk of the hiring process so recruiters can focus more on higher-value tasks. Among other benefits, our software suite can:

  • Attract More Applicants: Our Virtual Recruiter makes it easy to post positions on the biggest job marketplaces, including Indeed and Snagajob, while staying in touch with past applicants to rekindle their interest in specific hourly jobs.
  • Minimize Applicant Response Time: Hourly employees typically respond to potential employers on a first-come-first-served basis. Slow response times create room for applicants to find other employers or lose interest in a specific job. Our Virtual Recruiter minimizes applicant response time by notifying each user when it finds prospective candidates who would be a suitable match for them.
  • Higher Employee Retention Rates: Unlike other application matching software, Sprockets assesses a company’s current top performers to develop a “Success Profile” based on their shared characteristics. This “Success Profile” is used as a benchmark during subsequent recruitment drives to hire the best applicants consistently and reduce the employee turnover rate.

4. Follow a Structured Approach to Interviews

A shallow educational background and limited job experience do not necessarily mean a candidate is unfit for an hourly job. Developing a structured interview strategy with standardized questions and a custom performance scoring mechanism for each role can help recruiters stay organized in their quest for great hires.

If an hourly job requires a specific skillset, recruiters might want to focus their interviews on assessing the specific abilities in question. However, suppose a job is not too specialized. In that case, recruiters can restructure their interviews to focus on less competency-based factors such as attitude, character, interest in the company, rapport, and friendliness. 

Interviews are an excellent opportunity for recruiters to get a sense of each applicant and whether they would be a great fit for the company. Besides the cliché “why are you interested in this position” question, recruiters should focus on scenario-based questions. For instance, when assessing applicants for a retail role, ask how they might handle an abrasive customer.

Also, depending on the position’s requirements, ask the applicants some open-ended questions. For instance, asking an applicant to explain how they solved a problem at a previous workplace can do more to reveal their character than a simple closed-ended question. Remember, the responses to these open-ended questions often matter more than experience or education in many hourly positions.

5. Do Not Neglect the Background Check

Unfortunately, much of society (businesses included) holds hourly employees in low regard despite the crucial services they offer. Consequently, it is not uncommon for employers to perform background checks on full-time hires only, leaving hourly employees unvetted.

Although hourly employees perform seemingly menial tasks compared to salaried workers higher up the employment hierarchy, they still possess the power to make big enough of an impact to attract losses, PR disasters, and even lawsuits. For instance, since most cashiers are hourly employees, an unvetted cashier with a criminal background might put a business in legal trouble.

A business could lose a lot of money in legal fees and settlement costs, not to mention jeopardize its future earnings due to negligent hiring practices. Performing a simple background check when recruiting hourly employees can go a long way in making smart hiring decisions.

Hire the Right Hourly Employees With Sprockets

Someone on a laptop hiring hourly employees with SprocketsAs if recruiting good-quality hourly employees was not challenging enough, the COVID-19 pandemic has added a new layer of complexity to the hiring process. Given the circumstances, integrating digital recruitment tools into the hiring process is perhaps the only way to acquire new hires safely and efficiently.

At Sprockets, we believe in aiding employers to find candidates with a similar, or higher, likelihood of success as their current top-performing hires. Using our AI-powered applicant matching solutions and Virtual Recruiter, employers can maximize their applicant flow, weed out unfit candidates before the interview phase, hire the best applicants consistently, and increase their employee retention rates.

Schedule a brief demo today to learn more about how you can hire the ideal hourly employees using our AI-powered hiring solution.

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.

Two restaurant workers and text reading "Earn More Work Opportunity Tax Credits With Less Effort"

Earn More Work Opportunity Tax Credits With Less Effort

Earn More Work Opportunity Tax Credits With Less Effort 1016 528 Sprockets

Sprockets can help you earn up to $9,600 in tax credits per eligible new hire! Our platform not only reveals which applicants will perform like your top employees, but it also reveals those who qualify for Work Opportunity Tax Credits. You’ll improve your bottom line, provide jobs to individuals who might otherwise face bias, and increase employee retention! You even have access to a dedicated tax expert who can help maximize your credits and handle the paperwork.

Discover Which Applicants Are Eligible for Work Opportunity Tax Credits

The Sprockets platform makes it easy to view each applicant’s eligibility and the value of the tax credits received for hiring them. You could receive between $2,400 to $9,600 for each eligible person you hire, depending on their WOTC Target Group, such as SNAP Recipients, TANF Recipients, Supplemental Security Income Recipients, and Unemployed Veterans.

See Who Will Perform Like Your Best Employees

Our AI-powered software also displays which applicants will be excellent additions to your team. The process begins by creating a unique success profile based on the characteristics of your current top-performing employees and scores each incoming applicant against that benchmark. You’ll see “fit scores” next to WOTC eligibility in the dashboard, allowing you to hire the ideal applicants who will both succeed and provide tax credits.

Let Our Experts Take Care of the Details

As an added bonus, you have access to a dedicated WOTC tax expert to help you every step of the way. The expert will evaluate your new-hire process, send the WOTC questionnaire to applicants, set up the paperwork, give you completed IRS forms for easy filing, and answer any questions you may have. With all the time you save, you’ll be able to focus on the day-to-day operations of your business rather than dealing with the tedious tax process.

Start Maximizing Your WOTC Incentive Today

A screen showing applicants who are eligible for Work Opportunity Tax CreditsIf you’re not already taking advantage of this program, now’s the time! Sprockets offers seamless integration with WOTC and our AI-powered Applicant Matching System. Schedule a demo today to see how our platform reveals WOTC eligibility, predicts success with pinpoint precision, and improves overall employee retention. We can’t wait to help you hire the ideal applicants and earn Work Opportunity Tax Credits!

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 Snagajob, ZipRecruiter, Adzuna, Upward, and more 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 Marketplaces for Hourly Workers"

Post Jobs for Free on the Largest Marketplaces for Hourly Workers

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

Sprockets users can now enjoy free job posting on Snagajob, ZipRecruiter, Adzuna, Upward, and more! 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 Snagajob, ZipRecruiter, Adzuna, Upward, and more 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 woman with a headset and text reading "Maintaining Morale in the Workplace After Employees Leave"

Here’s How to Maintain Morale in the Workplace After Employees Leave

Here’s How to Maintain Morale in the Workplace After Employees Leave 1016 528 Sprockets

It’s inevitable for employees to leave workplaces, whether it’s for them to pursue another opportunity or their manager decided to let them go. However, when influential employees leave, the remaining team members may get frustrated about the situation or worry about their own position. These negative emotions might lead to low morale and reduced productivity. Leaders must then apply their skills to rejuvenate the workplace culture and positive atmosphere.

8 Ways to Boost Morale and Motivation in the Workplace

If you’re a manager, especially in the QSR or home health care industries, you likely deal with a high rate of employee turnover. Therefore, it’s crucial to know how to rebuild team morale after an employee — or several — employees leave, whether voluntarily or involuntarily.

Here are some strategies to maintain morale in the workplace after employees leave:

1. Re-Affirm the Team’s Vision and Goals

When employees leave their workplace, some rumbling in the workplace might occur as the remaining workforce might wonder about the future of the business. The remaining labor force needs reassurance that the company will still meet its long-term goals and be successful. Remind the team about the company’s vision and the significant roles they all play in that.

2. Be Open and Transparent

If you decide to let employees go, the remaining team members might wonder why you came to such a decision. In most situations, it is alright to provide an explanation and invite any questions or concerns your employees might have. This can put them at ease about their job security and workplace environment. 

(When informing the team about the reasons for termination, ensure that the engagement is a one-on-one meeting with open-ended questions. However, you might not be able to share all the contract’s termination details due to legal requirements in the state.)

3. Praise Employees for Their Contributions

The remaining team needs to be made feel appreciated for their contributions toward meeting the company’s short-term and long-term goals. As you commend their work, you need to put it appropriately for them to see the sincerity in the appreciation. Some people give their best in every team, and they need recognition through awards or recognition. Such credit will create a humane picture in the remaining employees’ minds, and they will remain focused on meeting the company’s goals.

4. Treat Laid-Off Employees With Respect and Dignity

If you have to terminate an employee for any reason, make sure you follow the due process and do so respectfully. If you handle a firing or layoff poorly, the ill-treatment will only create resentment within the remaining labor force. The remaining labor force will be less disgruntled if their former colleagues get treatment full of respect and dignity even as they leave.

5. Lighten Workers’ Mood

Buying free lunch or morning coffee for the remaining staff may improve the workplace’s mood. The company may also opt to take the workers for a trip or a social outing. During the event, the management should freely interact with the remaining employees. It might be a good opportunity to communicate why the decision was necessary and the next step the team will take to reach their goals together.

6. Emphasize Work-Life Balance

Management should create time for the employees to enjoy their social life with their families to increase their morale and prevent burnout. The administration can promote work-life balance by coming up with flexible schedules and remote working opportunities. Management should also avoid engaging workers while they are outside the workplace.

7. Organize Team-Building Activities

One of the most common ways to create a positive relationship between managers and their teams is to schedule team-building activities. Team-building creates collaborative cultures among teams, which is necessary after a significant layoff at work. If you are looking towards maintaining morale in the workplace after employees leave, a team-building initiative is one of the approaches to adopt.

8. Address the Workload Burden

Whenever workers leave, there is an unallocated workload that will have to be shared by the remaining staff if there is no immediate replacement. Adding extra work could cause resentment. If you are firing some employees, consider having them replaced as soon as possible. If the workload is to be re-distributed to the remaining workforce, consider informing them positively. You might want to consider even adding something to their paycheck.

Improve Retention and Team Morale With Sprockets

Two happy employees in a kitchenOne of the best ways to avoid the reduced morale associated with employee turnover is to hire the right applicants in the first place. Sprockets’ AI-powered solution predicts an applicant’s likelihood to succeed like your current top-performers, fit well with the existing team, and stay long-term. Users experience a 43% improvement in retention, on average!

Schedule a brief demo today to see how it works and start building the ideal team. You’ll save valuable time and money during the recruitment process and see an increase in overall productivity.

Two smiling women and text reading "10 tips for Creating a Positive Company Culture"

10 Tips for Creating a Positive Company Culture

10 Tips for Creating a Positive Company Culture 1016 528 Sprockets

Franchise company culture plays a large role in a company’s success. A positive company culture will encourage employees to work harder and stay with your company longer. Employees will also look for ways to help the business become more efficient and more profitable. When your people are happy, they pass the savings onto you. Here are some tips on how to create a positive company culture.

Here’s How to Create a Positive Company Culture

1. Prioritize Health

The world has recently come out of a pandemic, and health is more important to employees than ever. If you want to create a positive company culture, you need to make employees feel safe and healthy. Do this by providing adequate health insurance for full-time employees. People should get their insurance within 3 to 6 months after their start date. You should also encourage employees to work from home when they aren’t feeling well. Finally, you should make sure employees have plenty of physical space between each other. You can also install hand sanitizer stations and reminders on how to stay healthy. Healthy employees show up to work more and work harder. 

2. Use Standardized Metrics to Measure Performance 

Employees need to feel that there are fair metrics in place to judge their progress at work. You can gauge things based on productivity, sales, or a number of other metrics. Make them clear to everyone. You should also make it clear how you calculate the metrics so that employees understand what they need to do to help you gather accurate data. This helps you learn what your employees are doing every day and how much they can accomplish. You can use the data to adjust the metrics as you see fit. 

3. Get to Know Employees 

You need to make a point to get to know your employees on a personal basis. You can do this with casual meetings in both a group and one-on-one setting. You can have other meetings to talk about performance. These meetings should involve learning what motivates your employees and their thoughts about working for you. If meetings aren’t your style, make an effort to get out into the workspace to answer questions and help when the real work is going on. You will be able to show your expertise while getting to watch your employees in action. 

4. Request Feedback 

Running a company can mean that you focus on the big-picture ideas as opposed to the day-to-day operations of your organization. You may not be able to properly see the things that could use improvement. Who better to suggest improvements than the people who work there every day? Provide an anonymous suggestion box or anonymous surveys to allow people to express their thoughts. You can also establish an open-door policy that gives people the chance to voice any concerns to you in person when a certain problem comes up. 

5. Encourage Diversity 

People have struggled and worked for years to become equal to other people simply due to their skin tone, country of origin, gender, sexuality, or age. As the leader of your organization, you need to go out of your way to create an environment of inclusion. Start by hiring a professional who can consult on ways to increase inclusion in your business. If you do notice any form of discrimination, it needs to be taken seriously. Investigate all complaints immediately. Establish clear consequences for anyone who hinders your efforts of diversity and harmony. 

6. Recognize Hard Work

Many employees don’t feel adequately appreciated in their current position. When you see an employee doing a good job, you should make a point to celebrate their efforts. Acknowledge them in a public way. You can also give them some sort of monetary reward for going above and beyond. Hopefully, other employees will be encouraged to work hard, too. 

7. Create Clear Core Values 

When you clarify what your company stands for, these values can guide you in the right direction during your daily dilemmas. Make sure that all employees in your company know your core values, too. The idea is to get them to go through the workday with those same values instilled in them. Write your core values down, go over them during orientation, and reiterate them once or twice a year while also placing reminders around the workspace, whether it’s an office or a restaurant.

8. Promote From Within

Many employees don’t appreciate being at a job for years only to watch someone else come in at a higher position who doesn’t know the ins and outs of the company. You should only hire people that you can see promoting down the line at some point. Instead of hiring C-level employees, you can promote within and hire entry-level employees to train. Always keep your eyes open for who is truly making an effort at the company.

9. Set Standards 

You want your employees to like you, but you also want your employees to behave in an appropriate manner. Establish standards and hold people to them. If you let employees get away with anything, they will do just about anything. Some common expectations include regular attendance, proper customer service, and appropriate behavior in the office. Establish consequences when an employee does not meet your expectations, and stick to them. 

10. Have Fun

Just because you are at work does not mean you can’t have any fun. It’s okay to joke around with employees and let employees joke and laugh and have fun. Encourage social outings after work and allow people to be silly. For some workplace culture examples, you can even provide games in the break room or ice-cream socials once a month. These little extras can make an employee want to stay. 

Hire Applicants Who Will Contribute to a Positive Environment

Two men shaking hands at a restaurantOne of the best ways to create and maintain a positive company culture is to hire people who will help make it happen. Luckily, Sprockets empowers you to do precisely that. Our sophisticated solution to hiring combines natural language with artificial intelligence and over 80 years of psychological research to predict which applicants will succeed at your company and mesh well with your team. It’s not magic — it’s logic.

Schedule a demo today to see how the Sprockets solution works!