Interviews

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 Aside from intentional lies, many resumes also simply contain outdated information.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. 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.

A man and woman and text reading "The Importance of Person-Environment Fit When Hiring"

The Importance of Person-Environment Fit When Hiring

The Importance of Person-Environment Fit When Hiring 1016 528 Sprockets

Hiring managers sometimes focus too much on the qualifications and experience of applicants that they ignore something that can be even more important: whether or not the applicant is a good fit for their organization. So, how do you evaluate this in applicants? We’ll explore several types of person-environment (PE) fits that matter when scoping out new talent for your organization. We’ll also consider some person-environment fit examples and suggest tools that will help you identify the perfect-fit candidates.

What Does Person-Environment Fit Mean?

Person-Environment fit theory is based on the assumption that people perform at their best when they are in an environment that closely matches their needs, skills, and personalities. Typically, within organizations, you can identify which employees are great fits for their position and the company culture.

Hiring managers can rely on intuition, to an extent, to predict who is likely to fit in well. However, gut instinct may not always be the most reliable resource, especially in larger organizations that hire many people in different departments. One way to get over this hurdle is to establish a framework with reliable criteria to predict whether someone is a good fit before you hire them. An excellent place to start is understanding the various types of person-environment fits.

The Different Person-Environment Fits

Person-Vocation Fit

Person-vocation fit is something that goes beyond your organization and focuses on the individual. It’s based on the notion that employees may not always be in the profession that best suits them. For example, if Sam is a computer programmer and spends his time daydreaming about making independent films, he likely will not be an ideal employee for your company. This exceeds any personality clashes someone may have with Sam and speaks to his suitability for a specific profession. Therefore, when vetting out if someone is a vocation fit, understand how the individual’s aspiration fits within the job. Understanding how they foresee themselves growing in the position is an excellent indicator for if they’re in the right career or not.

Person-Job Fit

Some applicants may have a strong interest and aptitude for a career, yet they still need to find the right job. When seeking the ideal candidate, try to scope out if the daily activities of the job match with the person’s background, interests, skills, and goals. If not, it’s likely that either the employee or the organization will be dissatisfied with the arrangement.

Person-Organization Fit

To address this one, you need to be clear about your own company culture and the type of applicants that would make the ideal fit. For example, you may have hired Susan for a job that she’s perfectly qualified for, and she might have appeared to be the ideal applicant on paper. However, her personality may not blend well with your organization. If your company encourages independent thinking while Susan is accustomed to a more structured environment, the person-organization fit will not be an ideal match.

Person-Group Fit

One of the main aspects of most jobs is working in a team. An individual may click well with the company as a whole but may not fit within a specific group or department. When considering a candidate, you need to predict if they’ll be a helpful addition to the team. Questions such as, “Can you tell me about a time you worked well with a team?” are good options for determining whether an individual is a good person-group fit for your company. 

How Can Recruiters Find the Ideal PE Fit?

Now that you’re familiar with the different person-environment fits, you want to find applicants who are an overall good match. This means finding applicants that are the right fit for their vocation, job, group, and company. In other words, you want to look at the person-environment fit that includes all of the factors listed above. So, how can you identify such specific candidates?

Pay Equal Attention to Hard and Soft Skills

You want candidates who have the skills and experience necessary for the position. However, don’t overlook soft skills, such as communication, teamwork, and flexibility. It’s often a person’s soft skills that determine whether they’re a good fit or not.

Create a More Productive Workplace

It is challenging to determine if someone is a good fit for their organization. But with the knowledge of PE fit, you can better identify a candidate’s needs, skills, and personality, making the hiring process easier. By using the principles of person-environment fit, you can establish: 

  • A more efficient hiring process
  • A more harmonious workplace
  • Less employee turnover
  • Higher productivity

Use Personality Assessments

A personality assessment is one of the most reliable ways to find out what makes someone tick. Answers to common interview questions, while helpful, aren’t always truthful. A personality assessment, on the other hand, goes quite a bit deeper than simple questions. There are special programs to help you accomplish this. Sprockets’ personality assessment software matches applicants based on the top-performing talent at your company. 

It does this by using a Mental Makeup Analysis (MMA) report that analyzes over 50 characteristics to deliver a comprehensive report. Then, applicants are scored on a scale from 0 to 10, providing a precise prediction on how good a fit they are likely to be.

Establish a More Effective Hiring Process

A woman on a laptop hiring applicantsBy screening applicants with assessments before interviews, you can cut down on the number of interviews and only talk to the most promising applicants. This will result in more insightful and productive interviews. You can also use Sprockets’ applicant matching software that creates a unique profile based on the top-performing talent at your company. This profile is used to screen candidates and make a data-driven decision on whether or not they’re the right fit before you interview them, saving you time and money. 

Find out more about how Sprockets can help you find candidates who are the right fit. We offer personality assessments and other innovative tools that will help you find the ideal candidates for your organization.

Someone on a laptop with text reading "An Overview of Pre-Employment Assessments"

Why You Need Pre-Employment Assessments in Your Hiring Process

Why You Need Pre-Employment Assessments in Your Hiring Process 1016 528 Sprockets

Pre-employment assessments are helpful hiring tools for a variety of reasons: They can predict an applicant’s ability to perform tasks, give insight into how they’ll interact with co-workers and customers, and enable managers to make more informed decisions. Plus, these tests potentially remove bias from the hiring process and reduce the time it takes to identify the ideal candidates.

Sprockets is a particularly effective solution with unique pre-employment assessments that reveal the best applicant even before the interview. Our AI-powered platform features a sophisticated applicant matching system that finds the common thread between your top performers and potential hires, empowering you to build better teams and improve employee retention by an average of 43%!

An Overview of Pre-Employment Assessments for the Hiring Process

Pre-employment assessments vary, covering everything from hard skills (experience) to soft skills (personality traits). There are generally five types of tests. These include:

1. Hard Skills Tests

These assessments measure the technical expertise of the candidate in a particular subject area or industry. Recruiters and hiring managers often use these to weed out applicants who do not have the minimum required skills for the job.

(Be careful with these, though, because applicants with no industry experience can actually be the best hires!)

2. Work Sample Tests

Work sample tests help you understand a candidate’s potential effectiveness in the workplace by mimicking events that would occur on the job. They are useful for predicting performance since you get a more realistic preview of how they would behave on a day-to-day basis at your company.

3. Interview Assessments

Of course, there’s always the traditional interview assessment to determine job fit. This crucial step in the recruiting process is an opportunity to test both hard skills and soft skills as well as meet the candidate in person.

There are typically two general ways to conduct interviews: structured and unstructured. Structured interviews allow every applicant to answer the same set of questions in the same order. This can reduce bias and maintain the consistency of data used to evaluate candidates.

On the other hand, unstructured interviews simply aim to build rapport between the interviewer and the candidate. The unstructured format allows more freedom for the conversation to flow naturally. This is typically the better option when evaluating applicants for positions and industries that involve customer service, like home health care and quick-service restaurants.

4. Cognitive Ability Tests

Cognitive ability tests improve the recruiting process by enabling you to assess a candidate’s decisions during an unexpected situation. This is done using “game-based” assessments, which test cognitive skills in a faster, efficient, and user-friendly way.

5. Personality Tests

You can also use personality tests to hone in on specific characteristics that contribute to an applicant’s soft skills, like communication, teamwork, and work ethic. Sprockets’ three-question surveys, for instance, use natural language processing to measure over 50 different personality traits!

Predict Applicant Success With Pinpoint Precision

A man on a laptop doing a pre-employment assessmentImprove employee retention, reduce the costs of turnover, and build better team cohesion with Sprockets! Our AI-powered solution has all the ingredients for the optimal hiring process, including sophisticated pre-employment assessments. Sprockets uses brief surveys to find out what makes your top performers tick, and then it evaluates incoming applicants with that benchmark. You’ll instantly see “fit scores” that indicate who has the highest likelihood to succeed and stay long-term.

Numerous business owners from top brands, like Chick-fil-A and Visiting Angels, trust Sprockets to hire the best candidates. Curtis Wilhelmi of McDonald’s says, “It’s a no-brainer!” Schedule a demo today to discover the ideal applicants and start enjoying the same success.

Two happy men with text reading "3 Signs That Applicants Are the Right Fit for Your Team"

How Do I Know If an Applicant Is the Right Fit for My Team?

How Do I Know If an Applicant Is the Right Fit for My Team? 1016 528 Sprockets

It may seem impossible to identify the ideal applicants, especially when you can’t dedicate much time to the hiring process, but it becomes easier when you know what signs to look for. Don’t rely solely on resumes and cover letters. You might waste time on poor interviews and increase costly employee turnover due to bad hires.

Instead, pay close attention to indicators that suggest who will be the right fit for your team. You can also use the AI-powered solution that’s trusted by numerous business owners and managers: Sprockets. It reveals which applicants share personality traits with your current top performers, empowering you to make better hiring decisions and improve employee retention.

3 Signs That Applicants Are the Right Fit for Your Team

1. Genuine Enthusiasm

When it comes to determining job fit, excitement and enthusiasm are crucial. However, this can be challenging to identify at first because most applicants will come to you in an enthusiastic manner. You may attribute this to putting on a fake persona to land the job, while other times, it’s genuine.

So, how can you tell who is really enthusiastic about becoming a member of your team? The first thing to look for is how they approach the initial interview. Is the conversation one-sided, where you do all the talking, or are they truly engaged and show interest? You can also listen closely to how they speak about previous positions and workplaces. These can be major indications of how their behavior will be if they end up working for you.

2. Company Culture Fit

If you’re hiring for fit, then you absolutely need to take your company culture into consideration. Just make sure you meet with your leadership team beforehand to clearly define your ideal workplace culture. This makes it easier to create a list of personality traits to look for in candidates.

Let’s take collaboration as an example. If you value open communication and teamwork, then hiring someone who mentions that they prefer working alone may not be the best move. It would be a lose-lose situation for them and your entire team.

3. Enjoyable Interview

It can feel repetitive and tedious to conduct several interviews for an open position. So, it’s always a pleasure to meet an applicant that makes the interview an enjoyable experience. It’s a positive sign when the conversation is constructive, productive, and flows naturally. That’s typically someone you want to bring onto your team, especially if the role involves customer service. This is incredibly important because there are many candidates who check all the initial boxes but are not personable.

Note that this does not mean you should hire purely based on this aspect of the interview only since nerves often play a part in an applicant’s first impression. It should just be taken into consideration if you are ever conflicted between choosing one candidate or another.

Let Sprockets Find the Right Fit for You

Someone on a laptop hiring hourly employees with SprocketsIt’s challenging to find the best applicant, even if you look for the right signs throughout the hiring process. Luckily, Sprockets can do the heavy lifting for you with the power of artificial intelligence and natural language processing.

Sprockets reveals what makes your top-performing employees tick and evaluates incoming applicants based on that benchmark. You’ll be able to see who has the highest likelihood to succeed and stay long-term with the click of a button, ultimately reducing costly turnover and enabling managers to focus on daily operations. It’s trusted by numerous happy customers and proven to increase employee retention by 43%!

A line of people with resumes and text reading "The Importance of Industry Experience vs. Mental Makeup"

Industry Experience vs. Mental Makeup: Which Is More Important?

Industry Experience vs. Mental Makeup: Which Is More Important? 1016 528 Sprockets

Have you ever wondered what the best employees have in common? Do they possess specific industry experience, or do they share a particular mental makeup? Why do they stand out among their colleagues? And, is it possible to predict which applicants will be top performers before you hire them? Get the answers to all of these questions, and find out how to identify the ideal candidates!

Industry Experience vs. Mental Makeup

Industry Experience

It’s difficult to dispute that industry experience can be a critical factor in determining an employee’s success. That’s why many hiring managers and recruiters seek applicants who have a certain level of education and level of proficiency in “hard skills” or technical knowledge, depending on the role. 

These workplace skills are significant when hiring workers for your company since you want to hire workers who are well-equipped to handle the job at hand. (However, applicants with no experience can actually be better hires!)

Mental Makeup

On the other hand, mental makeup refers to the mindset or attitude of a person in regard to various circumstances. This is often understood as a set of “soft skills” that an employee possesses in the business world. Some of the most common and sought-after soft skills include communication, critical thinking, leadership, positive attitude, teamwork, and work ethic.

While industry experience can be critical, a preferable mental makeup potentially leads workers to a higher level of success in any role, making it essential to consider when hiring applicants. Consider asking specific questions that evaluate soft skills during interviews.

So, Which Is More Important?

The short answer is that both industry experience and mental makeup are crucial, especially when deciding which applicants to hire. You want to ensure your crew members are capable of completing tasks efficiently, but you shouldn’t gloss over the importance of soft skills. Identifying key characteristics and personality traits, especially ones that foster team harmony, is critical to achieving success and improving employee retention. You need to know when to prioritize soft skills over hard skills.

Sprockets Helps You Find the Balance

A woman on a laptop hiring applicantsAttempting to analyze both industry experience and mental makeup by yourself can be complex, expensive, and time-consuming. Moreover, wrong decisions can lead to bad hires, causing you to go back to the drawing board and spend even more time and money on the hiring process.

Luckily, Sprockets makes it simple. Our AI-powered hiring solution identifies your current top performers’ characteristics, creating a benchmark, and then evaluates incoming candidates to predict their success before they are hired. The platform even augments sourcing with free job postings and virtual recruiters that enable managers to focus on daily operations.

The average Sprockets users see a 43% improvement in 90-day retention, 37% less time spent on the hiring process, and a 22% reduction in annual turnover. Join the list of happy customers today!