Interviews

An applicant takes a pre-employment assessment

The Ultimate Guide to Pre-Employment Assessments

The Ultimate Guide to Pre-Employment Assessments 1016 528 Sprockets

What happens between the time a job seeker applies to your open position to the time they sit down for an interview? Sure, you might be reviewing their resume, skimming through their LinkedIn and maybe even Instagram, but how else are you learning more information about your candidate? 

In high turnover industries like hospitality, businesses can’t afford to waste time or money on candidates who won’t work out — that’s why some require pre-employment assessments before moving forward with their hiring process. Whether you currently use them or not, we’ll walk you through everything you need to know about pre-employment assessments so you can determine the best recruitment strategy for your business and start hiring the best applicants every time. 

What Are Pre-Employment Assessments? 

Let’s start with the basics. Pre-employment assessments are tools used in the pre-screening step of the hiring process to predict an applicant’s likelihood of success. While there are several different types of tests, pre-employment assessments provide employers with details about their applicants to help them make smarter hiring decisions. It’s a sneak peek into how applicants will behave and perform in the workplace. 

Types of Pre-Employment Assessments

  • Job Knowledge Tests: Applicants are asked to demonstrate their expertise on processes they’ll encounter if they were to be hired.
  • Integrity Tests: These questions evaluate an applicant’s reliability and honesty. Candidates may also be required to pass a drug test.
  • Cognitive Ability Tests: The most common pre-employment assessment measures a candidate’s mental capacity to think through complex situations they may encounter at the workplace. 
  • Personality Tests: Analyzes personality traits to determine whether or not an applicant will fit in with the company culture and be an engaged, productive employee. 
  • Emotional Intelligence Tests: Gauges how a candidate builds relationships and resolves conflict, especially in high-pressure situations.
  • Skills Assessments Tests: Evaluates an applicant’s soft and hard skills.
  • Physical Ability Tests: Assesses a candidate’s physical strength such as lifting 50 lbs.

Are Pre-Employment Assessments Legal?

Yes, pre-employment assessments are legal on a federal, state, and local level in the United States as long as they are Equal Employment Opportunity Commission (EEOC) compliant. There are a few laws in place to eliminate discrimination “against anyone on the basis of personal qualities that aren’t job-related”, including:

  • Title VII of the Civil Rights Act of 1964: Prohibits failure to hire an individual based on race, gender, color, religion, or national origin.
  • Age Discrimination in Employment Act of 1967: Illegal for employers to discriminate against people 40 and older. 
  • Americans with Disabilities Act of 1990: Employers cannot discriminate against anyone with any kind of disability.

It’s also important employers understand the validity of pre-employment assessments used in their hiring process. There are currently three primary forms of validity approved by the EEOC: 

  • Construct Validity: Whether a questionnaire measures what it claims to measure and in a way that is consistent with the definition of those dimensions. 
  • Criterion-Related Validity: Shows that the dimensions or scales are predictive of something tangible such as differences in scores on a scale related to work behavior or performance.
  • Content Validity: Demonstrates that the behaviors measured in the selection procedure are a representative sample of the behaviors of the job in question.

Pros and Cons of Pre-Employment Assessments

Pros:

  • Accelerates the Hiring Process: Employers are able to make smarter, more informed decisions about who they hire, therefore reducing costly employee turnover.
  • Increases Quality of Hires: When an applicant is willing to take a pre-employment assessment, it shows they are committed and are likely more interested in the position than an applicant who fails to complete a test. 
  • Provides Equal Opportunity: Every applicant will take the same pre-employment assessment ensuring a fair and honest process. 

Cons:

  • Partial Picture of the Candidate: Like resumes, some pre-employment assessments only provide a snapshot of an applicant’s character. It’s important to consider other factors and refrain from solely basing your decision to move an applicant forward in the hiring process based on these tests. 
  • Questionable Validity: Unfortunately, not all pre-employment assessments are accurate and truthful; some can have an adverse impact when used in the hiring process.

Are Pre-Employment Assessments Worth It If They Add Another Step to the Hiring Process?

The short answer is yes, pre-employment assessments help you narrow down which candidates you want to spend time interviewing. An extra few minutes of your candidate’s time could save you thousands of dollars, hours of time in your work day, and one heck of a hiring headache! 

Some pre-employment assessments like Sprockets’ solution eliminates the need for interviews. Our platform reveals which applicants share personality traits with a business’s current top performers based on their answers to a three-question survey that takes less than ten minutes to complete. Ultimately, it empowers owners and operators to build reliable, cohesive teams and reduce employee turnover. 

Candidate receives job offer on her smartphone.

5 Common Pitfalls That Hurt the Candidate Experience and How to Solve Them

5 Common Pitfalls That Hurt the Candidate Experience and How to Solve Them 1016 528 Sprockets

How a candidate navigates your hiring process ultimately impacts their final decision: will they join your staff or reject your offer for a competitor? Put yourself in your job applicants’ shoes. Is your hiring process truly a smooth, easy experience? What kind of feedback would they offer? 

Continue reading this blog to understand common mistakes business owners make and how to fix them. You can also accelerate your hiring process with Sprockets’ solution! The platform uses sophisticated technology to predict which applicants will succeed and stay long-term. Sprockets’ users even spend 37% less time hiring, empowering them to focus on running their business — with a simpler process. 

What Is the Candidate Experience & Why Is It Important?

The candidate experience refers to how a job applicant perceives the recruitment process, including the job search, application, interview, and onboarding stages. It’s crucial candidates have a positive experience as this could make or break their decision to join a company. Plus, a top-tier candidate experience will attract top-tier talent – before the competition.

Common Mistakes and How to Fix Them 

1. Poor Online Presence 

Failure to establish and maintain a strong online presence can negatively impact the candidate experience. Would you apply to a company that failed to showcase its milestone moments and company culture? It’s important to think like your ideal hire. 

For example, 79% of candidates use social platforms in their job search. If you aren’t regularly posting on social media, it’s likely your applicants might not even know your company is hiring. Your business might have a LinkedIn page, but are you active on Facebook, Instagram, and Twitter as well? When you post about employment opportunities, don’t forget to link to your website’s careers or application portal. Additionally, not every applicant is going to apply to your company on a laptop or desktop computer. 83% of job seekers say their phone is an important part of the hiring process. If you aren’t already doing so, consider implementing a mobile-friendly experience to increase your applicant flow and minimize dropoff.

2. Weak Job Postings

With over 10 million current opportunities, a vague job posting with unclear expectations and an absence of an hourly wage won’t stand out amongst the crowd. Applicants might assume you aren’t sure what type of employee you are looking for, even if that isn’t the case. On the other hand, if you include too much information, your candidates will feel overwhelmed. 

We recommend sticking to a word count of about 300 words as these types of postings get more applicants, according to LinkedIn. Take the time to explain your company’s mission, core values, and culture. Ideally, your posting should clearly and concisely convey the responsibilities and qualifications needed. We also suggest adding salary details if you are comfortable as 67% of job seekers are more likely to apply for a position when a salary is included in the posting.

3. Inefficient Interview Process

Wasted interview time can be draining for both the interviewer and interviewee, especially if the applicant doesn’t meet basic requirements. Avoid asking questions that could simply be answered by looking at a resume or with a quick social media search. Instead, focus on understanding your applicant’s personality so you can gauge whether or not they will be a good fit with your team. It’s always easier to train for skill and hire for coachability. 

We also suggest pre-screening candidates to eliminate spending time on someone who doesn’t meet the basic requirements. Plus, pre-screening empowers you to spend more of the interview talking about your company and the position versus asking applicants questions about themselves. (Hint: Sprockets simple red-yellow-green scoring system makes it easy to see which applicants share similar personality traits to your current best employees.) 

4. Lack of Communication

Think back to your job searching days. Were you ever excited about an opportunity only to never hear back from management? Failure to set clear expectations with a specific timeline can result in applicant ghosting. Remember, they’re likely to apply to multiple companies, especially if they are a top performer. One missed text, call, or e-mail could mean the difference between a good and bad hire. 

Be sure to contact your candidates quickly — even if you don’t think they will be a good fit. You can find customizable templates for easy communication in our blog: Best Practices for Job Offers and Rejections for Hourly Employees (Templates Included!).

5. Boring Offer Letter

Now that you’ve chosen who you want to hire, it’s time to send that all-star applicant an offer letter. Some people forget that this is another wonderful opportunity to emphasize the positive aspects of your business. At this point, it’s still possible your candidate could change their mind and maybe even leave for a competitor. 

In addition to all the standard information required in an offer letter, we also encourage you to incorporate your brand’s personality and voice. It can be as simple as adding a sentence about why you think this particular candidate would thrive at your workplace. This is your last chance to retain that specific top performer, so it’s important to make every word count! 

FREE GUIDE: Why Your Hiring Process is Broken and How to Fix It

The traditional hiring process is outdated and time-consuming. What we now know as “resumes” even date back to over 500 years old! Luckily, you already have the solution — your current top performers! Check out this free guide to learn how to leverage their talents to help your business thrive, even during the most challenging times.

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

3 Things Employers Need to Know About Video Interview Software

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

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

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

The Employer’s Guide to Video Interview Software

Video Interview Platforms

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

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

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

Video Interview Questions

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

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

Video Interview Tips

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

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

Identify the Best Applicant Without a Single Interview

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

A picture of AJ Richichi and text reading, "Scribble Features Sprockets’ CEO as a Leader of Innovation"

Scribble Features Sprockets’ CEO as a Leader of Innovation

Scribble Features Sprockets’ CEO as a Leader of Innovation 1016 528 Sprockets

How does a dorm-room project evolve into a rapidly growing tech startup that’s changing the way people think about hiring? The team behind Scribble, a project launched by the South Carolina Department of Commerce, sat down with AJ Richichi to find out. Check out the interview below to discover the story behind Sprockets and its innovative solution. You’ll meet our CEO and hear his thoughts on the current state of hiring, artificial intelligence, entrepreneurship, and more.

AJ Richichi: Creating a More Effective, Equitable Hiring Process Through Artificial Intelligence

How Hiring Is Flawed

Change isn’t easy, especially when it comes to changing a process that businesses have trusted for years, but it’s necessary if we want to fix a broken system. The traditional hiring process is biased, time-consuming, and ineffective. Plus, companies are struggling to maintain staffing levels and lose thousands of dollars each year due to high employee turnover. AJ Richichi helps people solve all of these issues using the Sprockets platform.

As Richichi mentions in the interview, “White-sounding names get 50% more callbacks than non-white-sounding names. The average general manager will ask between seven and nine illegal interview questions every single phone call. We want to give everyone a fair shake, regardless of where they’re from, where they went to college, and what they look like, to get employment.”

Richichi’s Innovative Solution

Sprockets users don’t need to worry about staffing issues, wasted interview time, or potential bias. Our AI-powered platform reveals which applicants will succeed like a location’s top performers using a three-question survey and a simple scoring system. It empowers business owners and operators to hire the best workers every time without even looking at a resume. Plus, it’s proven to boost employee retention and reduce the amount of time spent on the hiring process so people can focus on daily operations.

Eliminate Bias, Save Time, and Reduce Employee Turnover

The Sprockets platformA lot has changed since Richichi’s days in the dorm room, but one thing remains the same: his passion for matching people to possibilities. Sprockets is now a trusted hiring solution for top brands like Domino’s and Taco Bell. Plus, it integrates seamlessly with other popular HR tools, such as McHire and TalentReef.

“We have been empowered to more quickly focus on the candidates that closely match our hiring profile, generating a higher success rate of new hires in our system and eliminating wasted interview time. We feel great about our progress, and the impact was nearly immediate.”

– Bob Fenzel, VP of Wingstop

Schedule a free demo today to predict applicant success with Sprockets, ultimately reducing costly employee turnover!

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

It’s Time to Rethink the Relevance of Resumes

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

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

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

Resumes: Important Tools or Flawed Resources?

They Are Time Consuming

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

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

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

They Might Have False Information

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

They Add Potential Bias

It’s also difficult to avoid first impression bias when reviewing someone’s resume. Humans are, of course, flawed and have implicit biases in one way or another. Unfortunately, that means many resumes are ignored or thrown away simply because of the name at the top. One study even showed that minority applicants who changed certain details of their resumes to make them seem more “white” received more interviews. It doesn’t have to be this way.

Eliminate the Need for Resumes With Sprockets!

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

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

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

Facing First Impression Bias: How It Impacts the Hourly Workforce

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

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

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

 

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

How to Reduce First Impression Bias

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

The Importance of a First Impression

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

Build the Best Teams with Sprockets

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

 

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

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

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

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

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

Hard Skills Versus Soft Skills in the Workplace

What’s the Difference Between Hard and Soft Skills?

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

Examples of Hard Skills:

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

Examples of Soft Skills:

  • Adaptability
  • Communication
  • Collaboration
  • Creativity
  • Leadership

Why Are Soft Skills Important?

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

See Which Applicants Have the Ideal Soft Skills

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

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

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

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

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

What Does Pre-Boarding Mean?

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

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

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

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

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

Building Connections

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

Gaining Momentum

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

Establishing Stronger Employee Experiences

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

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

How to Pre-Board New Hires

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

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

Pre-Onboarding Best Practices for Companies

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

Have an Established Workflow

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

Make the Process (and the Records) Virtual

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

Minimize Bottlenecks

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

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

Streamline the Hiring Process With Sprockets

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

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.

People looking at reports and text reading "How to Create an Effective Recruitment Plan in 6 Steps"

How to Create an Effective Recruitment Plan in 6 Steps

How to Create an Effective Recruitment Plan in 6 Steps 1016 528 Sprockets

A strategic recruitment plan is essential for streamlining your hiring process and ensuring that you have access to top talent. When done incorrectly, recruitment efforts can attract job applicants who are unqualified for the positions you intend to fill, wasting valuable time and resources. To ensure that you hire the right people, you need to evaluate your existing strategies and update them to strengthen your recruitment plan. Here is what you should know about designing an effective recruitment plan.

Your Recruitment Plan Strategy

1.    Establish Recruitment Objectives

Your initial step should be to establish distinct goals for your recruitment process. One of the critical factors in talent acquisition is differentiating between expectations and reality. Specify what the company is trying to achieve and how hiring plays a part in reaching that goal. Clarify the number of positions that must be filled, the recruitment deadlines, and the type of qualifications to look for in applicants.

2.    Carry Out a Skills Gap Analysis

A skills gap analysis is essential to ensure that your current staff meets the demands of your business model. You need to know whether the existing employees can effectively perform their roles. Establishing this will also create opportunities for improvement and highlight specific qualities that should be assessed during the recruitment process. If there is a significant skills gap in the current staff, then it means that you need to supplement the workforce with some fresh faces with the desired skills and ability to meet demands.

3.    Set Your Ideal Timeline

After a successful analysis, it’s time to put your findings into practice. You now need to estimate the number of required employees in every department and determine when they are needed. With this crucial information, you’ll be able to build a full recruitment schedule for the entire year. The recruitment plan should include the positions you need to hire for per quarter, the number of employees for each department, and precise hiring timelines.

4.    Identify the Tools and Software Required for Recruitment

At this point, you should identify the tools required to carry out the hiring process. You may need to think about getting a virtual recruiter to help you execute your plan. A virtual recruiter can help you attract top talent, communicate with potential new hires, re-engage past applicants, and improve employee retention. Using a virtual recruiter will also help you reduce the application response time and increase the applicant flow. 

Applicant matching software would also be a great resource to execute your recruitment plan. By utilizing this software, you can create a unique success profile based on your current top-performing employees. There are many other benefits of an applicant matching software, such as reduced employee turnover, increased productivity, reduced training time, enhanced customer experience, and higher ROI. 

5.    Set up a Recruitment Budget

A recruitment budget sets parameters on everything from the job boards you intend to use to the sourcing methods and interview techniques. You should invest enough time to set the budget with other company leaders. Then, review the budget for each open position with the entire hiring team. This ensures that your recruitment process doesn’t run above the estimated costs.

6.    Revamp Your Hiring Process

Continuously review your recruitment plans and hiring approaches to determine their effectiveness. Evaluate details such as collaboration among team members, the number of new hires, and employee turnover rate. Then, see what improvements you can make to your recruitment policy.  

This evaluation will help you to understand how past recruitment processes were undertaken and if there are any necessary changes. You can use survey tools, feedback forms, and a one-on-one approach to gather information. You will be able to identify some missteps and set the right tone for job seekers. If you find pitfalls that need to be addressed, you should immediately look into them and get things right before the next recruitment process kicks in. 

Hire the Ideal Applicants With Sprockets

A woman on a laptop hiring applicants with no industry experienceHaving a well-designed, proactive recruitment plan helps your organization stay competitive and keep up with industry trends. Utilizing special tools such as Sprockets’ virtual recruiter helps carry the weight as well. Sprockets’ AI-powered virtual recruiter enables you to hire the ideal applicants, reduce employee turnover, and help employee retention.

Schedule a demo today to learn how Sprockets can streamline your hiring process.