Human Resources

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!

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!

Relatable GIFs for HR Professionals

Relatable GIFs for HR Professionals 150 150 Sprockets
It’s widely known that being a human resources professional, talent manager, or recruiter comes with a lot of highs and lows. From no-shows at interviews to connecting with a candidate to helping a colleague through a tough time, you deal with it all. We won’t claim to know everything you go through, but being in the HR space, we have a good idea…
Here are the best #relatable GIFS we found for HR professionals.
When you just have to shake your head at what people think is okay at work…
A gif from The Office 
When you schedule an interview and the person is a no-show.
Kanye West shaking his head 
When you *finally* find the perfect candidate for a specialized position.
A gif from Grey's Anatomy 
When you get over 200 resumes for one position.
A gif from Friends
When there’s an open bar at the company holiday party.
A gif from New Girl 
When you’re waiting for a candidate to sign the offer letter.
A gift from New Girl 
When it’s time for open enrollment.
A gif from New Girls 
When two employees just won’t get along.
A gift from Fuller House

Learn how Sprockets can assist in your hiring process to take some of the headaches out of your job.

The Best HR GIFS

The Best HR GIFS Sprockets

While the Human Resources department gets characterized as sticking to the rules and no-nonsense, we know you like to have fun, too. Check out these relatable HR GIFS for your crazy, hectic, and sometimes unbelievable workday.


A picture of a woman with text reading "I'M NOT A REGULAR HR. I'M A COOL HR"

A cartoon character with text reading "WHEN YOU GET A RESUME AND THEIR EMAIL IS "IHATEWORK@GMAIL.COM"



A collage of different pictures and memes about Human Resources workWhat’s your favorite HR meme? Let us know!

Plus, do you know about these 10 Surprising Hiring Facts?

Learn how Sprockets’ predictive hiring system can assist your team in making the best hires.

5 Cringeworthy HR Stories You Won’t Believe

5 Cringeworthy HR Stories You Won’t Believe Sprockets

Below are 5 cringeworthy HR experiences only HR and Hiring Managers will believe. They are bizarre, haunting, and will leave your palms sweaty and heart racing.

If you have your own please put it in the comments!

The Shoe-less Supernatural

I was once representing a candidate for a pretty important biotech job. The day of the interview came and the hiring manager called me with feedback: ‘Mr. X was very qualified and we like him, but he took his shoes and socks off while I interviewed him.’ Yikes! When I called the candidate to discuss this odd behavior, he invoked the famous ‘Costanza’ defense: ‘Was that wrong? Should I not have done that? If I had known that was frowned upon…’


Red Light, Green Light

I was interviewing mechanical engineers for a junior position. Typically we ask candidates why they are looking for a new position. A common reason for people to quit is a lengthy commute. One particular candidate informed me that his current commute was too long. “How long?” I asked. He responded, “There are 37 traffic lights between my home and the office. Then continues, “there are only 15 between my home and your office, so that is much better.”

The other hiring manager and I laughed our heads off after he left and called him back with a job offer that afternoon. He’s a great engineer too.


The Motherly Witch

Back when I was HR Manager for a market research firm, one of the most awkward interviews was with my candidate and his mother.

This 19-year-old who apparently had previous work experience in customer service brought his mother into the interview with him. I politely questioned his mother as to the reasoning for her joining in on the interview and I was told, “I’m just making sure this is the right company for him and making sure you’re asking fair questions.”

Then, I decided to just roll with it (why not, this is the most interesting thing I’ve had all week) so I asked my first question.. she answered for him. I politely explained that the interviews I conduct are with the candidate only unless special accommodations are required. I was told, “I’m not going anywhere.”

Finally, I thanked them both for coming out and explained that the position requires problem-solving and critical thinking on an individual level. Unless I am hiring the both of them under one salary working together as a “full-time equivalent”, this wouldn’t work. I was then told I would be sued…


The Bust

I used to manage a Blockbuster and after one particularly awful interview, I walked a candidate out towards the parking lot and the alarm went off. It turned out he stuffed three DVDs in his suit jacket before being called back to the office.

He did not get the job. Or Mama Mia, Fool’s Gold, or High School Musical 3 for that matter.


American Psycho

An applicant showed up late for an interview wearing a long trench coat with his hair slicked back in a ponytail. As the interview progressed, he answered the recruiting manager’s questions, sipped on his Starbucks coffee, and tilted the chair on the back legs. When asked the question, “Why should I hire you?” he responded by taking a sip, leaning way back, running his hand along the side of his hair, and saying, “Because I’m so good looking.”


The Repulsive Receptionist

A recruiting manager hired a receptionist who during her employment used the ER as her primary care physician and ran an escort service on the side.


Source: Reddit

Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and uses that information to predict a new hire’s likelihood to succeed in a position before they’re hired.

7 Inspiring Quotes from HR Leaders

7 Inspiring Quotes from HR Leaders Sprockets

Here are 7 quotes from the top HR leaders to get you through the week. What quote inspires you to be a better, innovative HR leader?

HR leaders in a meeting
The Walt Disney Company

“The reason we can move faster today is because we were so deliberate in the beginning.”

– Jayne Parker, Chief Human Resources Officer, The Walt Disney Company



“If you select the right person again and again, the collection of the character, competency, and chemistry of those people would develop and strengthen the culture over time.”

– Dee Ann Turner, VP of Corporate Talent, Chick-fil-A


American Express

“Really focus on what you do well, and get into roles where you exhibit that. As you become senior, your roles are built on top of your performance.”

Jennifer Christie, Chief Diversity Officer, American Express



“People in jobs that play up their talents and let them do work they enjoy are more engaged and perform better than people in roles that don’t play to their strengths.”

– Lori Goler, Head of Human Resources, Facebook


Warby Parker

“Let it be known what you’re passionate about. That trickles over to the work you do today, but it can also trickle over to the opportunities for tomorrow, and that may not even look like what you’re doing today.”

– Susan Lee VP of People, Warby Parker



“Today, technical skills are a given. So it’s really all about the culture fit.”

Ron Storn, Vice President of People, Lyft


“Knowing your customer is critical, but we need to know our future or current employees just as much.”

– Peter Navin, CMO of People, DocuSign


Stay inspired and add your favorites in the comments below!

Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and uses that information to predict a new hire’s likelihood to succeed in a position before they’re hired.

The interface of Slack, a free HR tool

5 Free HR Tools

5 Free HR Tools 739 552 Sprockets

HR is difficult, but technology can make it easier. These tools weren’t necessarily designed for HR leaders or professionals in mind, but they can help your department.

What tools did we miss? We’d love to hear from you in the comments!

1. Slack

Slack is a communication tool that will replace emails, phone calls, and text messages at your company. You can chat with other employees privately, create a group for your internal department, and/or send announcements to your entire workforce… all on one platform. You’ll also be able to host phone/video calls as well as seamlessly share files.

2. Hunter

Hunter is a service that searches the internet for valid email addresses. Simply place the company URL into their search engine and you’ll be able to find the correct email format and, more often than not, the individual’s email address. Whether you’re looking for your local SHRM President or a developer that dazzled at the last Startup Weekend, Hunter will help you make the first contact.

3. Hubspot

Hubspot is a platform that historically markets to sales departments. If you’re willing to get crafty, however, it can be a create tool for you! One feature sticks out: tracking emails. With Hubspot, you can track emails to see if, when, and how many times your messages are opened by the recipient. You’ll be able to tell if someone is opening your emails and ignoring you, or if they genuinely have not opened them. Spend less time wondering and more time executing!

4. NeverBounce

When you send too many unsolicited emails to candidates/recruits, you run the risk of being reported. NeverBounce is a great tool that you can use to stay out of “Spam”. It cleans your emails to make sure they are valid, not going to bounce, and not catchall.

5. Google Hangout

Video conferencing should be easy, but it seems that every company uses a different interface that requires another download or program. Google Hangout is free, easy to use (just send a link to meeting attendees), and does not require any special programs. And, as an added bonus, a Google Hangout link is automatically created whenever you create a meeting on Google Calendar. You can show your face, turn off the cameras, or screen-share.

Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and uses that information to predict a new hires likelihood to succeed in a position before they’re hired.

Sprockets decreases the number of screening interviews you conduct, allows you to conduct candidate assessments for 50 cents per person, and reduces turnover through increased employee engagement.

Start predicting employee success with a free account today! No credit card required.