Job Posting

People at a bar and text, "How Hiring Biases Are Holding Your Business Back"

How Hiring Biases Are Holding Your Business Back From Its Full Potential

How Hiring Biases Are Holding Your Business Back From Its Full Potential 1016 528 Sprockets

Are you failing to meet your business goals and can’t seem to figure out why? You’ve likely looked into supply chain issues, accounted for rising food costs, and considered the possibility that people might not be dining out as much due to inflation and a possible recession. However, the root of the problem may lie within your hiring process. 

Bias, whether explicit or implicit, could likely be the roadblock preventing your business from selecting the best candidates and being successful. Let’s discuss the types of biases that might’ve crept into your hiring process and explore ways to eliminate them so you can build a more equitable, efficient workforce.

What Are the Different Kinds of Hiring Biases?

There are several different types of hiring biases, and people often don’t even realize they’re influencing their decisions. Here are the four most common hiring biases, according to LinkedIn:

  • Affinity Bias: People choose candidates with whom they share interests and experiences.
  • Attribution Bias: This causes people to make unfair assumptions about someone’s successes or shortcomings.
  • Confirmation Bias: People look for information to support an unfair first impression.
  • Name Bias: Names that are not “white-sounding” cause someone to reject them immediately.

It’s common for some people to be influenced by name bias — even unintentionally — when reviewing resumes. A study actually found that people with “white-sounding” names get 50% more callbacks for interviews. Sadly, it’s even causing people of color to “whiten” their resumes so that they get a fair chance at job opportunities. That’s why you should rethink the relevance of this outdated hiring practice and look into solutions that reveal the ideal applicants without the need for resumes or interviews, like the Sprockets platform.

The list of potential hiring biases doesn’t end there, though. It’s also important to look out for halo bias (assuming someone is an excellent candidate based on one small detail), overconfidence bias (believing you simply have strong instincts about candidates), and beauty bias (those who are perceived as attractive are given certain advantages). Of course, also always make sure you don’t mistreat any applicants due to racism, ageism, or sexism. It could easily go from unconscious bias to direct discrimination.

Why You Should Avoid Hiring Biases

Aside from the obvious ethical and legal implications of discrimination in the workplace, there are several other reasons to eliminate bias from your hiring process. For instance, did you know that diversity, especially in leadership teams, correlates with the performance and profitability of businesses?

A study conducted by McKinsey & Company found that companies with more gender-diverse leadership teams are 21% more profitable, and that number goes up to 33% when it’s also culturally diverse. (In other words, both are important!) Additionally, there is expected to be a record high of 16.1 million adults who are 65 years old and above in the workforce by 2028, compared to just 5.1 million teenagers. That’s one more reason to ensure there are no elements of ageism in your hiring process.

How to Avoid Hiring Biases

The first step toward eliminating hiring bias is to rethink the words you use to attract applicants. Make sure you don’t use any gendered wording (i.e., words that are typically associated with gender stereotypes) in your job descriptions. It’s more than simply avoiding words like “he” or “him” in advertisements. A study published in the Journal of Personality and Social Psychology found that roles often occupied by men tended to use job postings with words commonly associated with masculine stereotypes, like “competitive” and “dominant.” Additionally, the researchers discovered that women found these types of job descriptions less appealing due to perceptions of belongingness and were less likely to apply. So, consider even subtle word choices in advertisements to avoid gender bias in your applicant pool.

Another way to avoid bias is to use a “blind” screening process. There are job boards and software solutions that can essentially remove any details from resumes that might interfere with your ability to judge applicants objectively, like names and ages. Or, as we mentioned earlier, the easiest and most effective way to avoid these types of biases is with Sprockets’ automated candidate screening software. There’s no need for you to look at resumes or even conduct an interview to know who the ideal applicant is.

You can also implement DEI initiatives in your organization to help curb bias and create a more welcoming environment. Consider enrolling employees in DEI training programs, holding open discussions, and ensuring that equality is a part of your company’s core values.

Simple Steps to Fix Your Broken Hiring Process

There could be many more mistakes you’re making in the hiring process, and we can help you resolve them all. View our free guide to see what you could be doing better right now to build the best teams and boost productivity for your business.

Do’s and Don’ts of the Hiring Process

You already have the solution to your hiring challenges — it’s your top performers. Learn how to attract, hire, and retain the right workers for your business by leveraging the mental makeup of your best employees.

Hiring Guide Mockup
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.

Slide
Hiring Guide Mockup
Why Your Hiring Process Is Broken and How to Fix It

You already have the solution to your hiring challenges — it’s your top performers. Learn how to attract, hire, and retain the right workers for your business by leveraging the mental makeup of your best employees.

Slide
4 Steps to reduce reliance on applicant flow mockup
4 Steps to Reduce Your Reliance on Applicant Flow

Hiring can feel impossible during a labor shortage, but these four simple steps will get you on the path to stable staffing levels. You’ll learn proven strategies for attracting and retaining high-quality employees for your business. It’s easier than you might think!

Slide
Sprockets Tech E-Book
Must-Have Hiring Tech to Boost Employee Retention in 2022

Although the past few years have been challenging, some businesses found success by implementing more advanced technology. Avoid making the wrong hire – and costing your business valuable time – by implementing must-have hiring tools and watch your employee retention soar.

Slide
The Essential Guide to Attracting Hourly Workers

The pandemic has changed the way hourly workers select opportunities, so you must transform your recruiting process to stay competitive and onboard the best workers. Let us do the heavy-lifting; access this free guide to build better teams and stabilize staffing levels.

Slide
Guide to employee turnover
The Ultimate Guide to Employee Turnover

Dealing with employee turnover is expensive, time-consuming, and frustrating. Access this free e-book to discover proven strategies for retaining your best workers and even predicting which applicants are most likely to stay long-term.

Slide
How to Craft Job Postings That Boost Applicant Flow

Sourcing is a constant battle in the hospitality industry. Looking to build the best team and recruit the top restaurant talent? Sprockets has you covered.

Slide
How Personality Assessments Empower You to Hire Ideal Caregivers

Taking a scientific approach to caregiver hiring
is necessary to combat the issue of poor
performance and retention. Personality tests,
like Sprockets’ Applicant Matching System,
combine natural language and artificial
intelligence to predict an applicant’s likelihood
of success at a particular location.

previous arrow
next arrow
Stressed female hiring manager at work.

Common Hiring Mistakes: Are You Making These Bad Hiring Decisions?

Common Hiring Mistakes: Are You Making These Bad Hiring Decisions? 1016 528 Sprockets

Hiring issues are often unavoidable. However, understanding the common hiring mistakes employers make will help you break the pattern in your own hiring process. For example, suppose you’re considering two applicants for a position you’ve desperately been trying to fill. The first individual has three years of direct industry experience and is even fluent in American Sign Language. 

Staring at the second applicant’s resume now, you notice they’ve never actually worked in your specific industry. Who would you hire? The answer is far more complicated than some may think. Continue reading to see if you’re making bad hiring decisions, and discover the costly impact it can have on your business. 

 

 

What Are the Most Common Hiring Mistakes? 

1. Poor Screening

Inadequate – and even nonexistent – background checks account for 43% of bad hires, according to a study from CareerBuilder. It can be tempting to simply hire anyone during a labor shortage, but it is still important to verify applicant information so you can feel confident moving forward in the hiring process. Plus, you don’t want to waste resources on an applicant that won’t succeed or stay long-term. 

2. Prioritizing Resumes 

78% of job seekers have exaggerated or even lied about their experience on a resume, according to a recent survey. Of these 800 people, (comprised of job applicants, hiring managers, and other human resources personnel), 60% admitted to lying about mastery of a skill on their resume such as fluency in a foreign language. Additionally, prioritizing one’s resume won’t show you the whole picture of who they are as a person. That piece of paper does not reveal their character or soft skills – skills that cannot be taught, such as self-awareness and intuition. 

3. Avoiding Technology 

Some people may worry technology like AI screening tools will replace human labor, but it’s actually quite the opposite! Technology empowers employers and employees to efficiently achieve their daily operations. Recent innovations can improve your employees’ productivity and quality of work. 

4. Posting Vague Job Descriptions

It’s easy to overlook the importance of your job descriptions and only include the bare minimum of information. However, a recent study found that 67% of job seekers are more likely to apply when a salary is included in the posting. Failure to be specific about applicant qualifications and expectations can result in a shallow applicant pool.

The True Cost of Bad Hiring Decisions

One bad hiring mistake can cost your business thousands of dollars. In fact, it can cost up to $5,864 to replace a single hourly worker, according to The Center of Hospitality Research. This expense includes pre-departure, recruitment, selection, training, and lost productivity. However, the financial impact isn’t the only thing you need to worry about when you make hiring mistakes. There are several “hidden” costs of employee turnover. Keep in mind that bad hiring practices also affect productivity, morale, quality of work, and even the customer experience.

How to Avoid Hiring Mistakes

The best way to avoid hiring mistakes is to be more selective during the recruitment process. What characteristics make up your ideal employee? Do the individuals you’re interviewing share any of these traits? Of course, quality over quantity is easier said than done, especially during a labor crisis and global pandemic. Read our blog, “How to Improve Your Hiring Process: 4 Best Practices” to learn how to reduce costly turnover and start hiring the best employees every time.

Hire 37% Faster and Retain Employees Longer 

What if you could predict applicant success without a resume? It’s possible with Sprockets’ AI-powered platform. Our Applicant Matching System reveals which potential hires will succeed like your top performers, empowering you to only hire employees who will stay long-term. Plus, Sprockets users spend 37% less time on the hiring process. Say goodbye to wasted time and costly employee turnover.

 

 

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

5 of the Best Job Board Sites for Employers

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

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

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

The Top Job Board Websites for Employers

Snagajob

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

ZipRecruiter

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

Adzuna

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

Upward

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

Indeed

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

Post Jobs for Free

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

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

Someone holding a "Hiring" sign with text reading, "7 Tips for Recruiting on a Budget"

7 Tips for Recruiting on a Budget

7 Tips for Recruiting on a Budget 1016 528 Sprockets

The recruitment process involves finding applicants with the best skillset and personality for the job. Finding the right fit takes time and can be expensive, especially if you can’t afford to break the bank by hiring new employees. Instead, take a look at the different ways to bring in applicants without spending too much time and money.

 

What Is Recruitment Cost?

Recruitment cost is the total cost that an organization spends on recruiting new hires. The cost includes the time the job has been posted for when the new hire joins the organization. Analyzing the recruitment cost is crucial for the company’s profit analysis.

What Is a Recruitment Budget?

The recruitment budget is the estimate of all the costs your organization incurs when hiring new employees. It includes both external and internal costs. This can be anything from the recruiters’ salary, advertising expenses, and training. It’s worthwhile to have your recruitment budget aligned with the organization’s long-term business strategies.

7 Tips for Recruiting on a Budget

1. Determine Your Recruitment Plan

Here are a few things you should consider when determining your annual recruitment plan:

  • What is the number of new hires you want to recruit?
  • Will you have seasonal hires?
  • What is your employee turnover?
  • Will you have high-volume hires?

Answering the above questions will help you create a recruitment plan. The plan will help you know the yearly hires you need in your department. Make sure you talk to your managers to identify the annual headcount. It will be costly to hire staff only to realize they are not the right fit for the role.

2. Have an Expenditure Breakdown

You should calculate the amount you spend on recruitment every month. Here’s a quick breakdown that can be useful in determining the monthly budget:

  • Cost per hire
  • Job advert costs
  • Recruitment software costs
  • Background check on potential staff
  • Branding
  • External recruitment agency fees
  • Interview expenses
  • Salaries
  • Onboarding costs
  • Training costs

3. Keep an Eye on Historical Costs

If you have larger recruitment drives, it’s worthwhile to have an overview of the fixed costs. That way, you’ll understand the costly elements, like job fairs, agency costs, and recruitment tools. While analyzing your fixed expenses, make sure you know the annual recruitment expenditure. You should only allocate money to successful strategies.

4. Take Advantage of Technology

It can be time-consuming to find the right recruits. Luckily, you can take advantage of emerging technologies to streamline the recruitment process. With proper tools, you can analyze a large volume of data and identify the applicants who are best suited for the role. Recruiting technology will save you hours every day.

Innovation will help you recruit on a budget. When you have the right software, you’ll save time and effort. Having the right tools makes it easy to sort through unsuitable applicants so you only get the best hires. When choosing recruitment tools, consider the cost as well as the logistics of integrating with existing tools.

5. Leverage Employees

The best resource for finding new hires is your current employees. Using your employees will save you time and money. Furthermore, applicants referred by current employees will stay longer in the organization and have higher job satisfaction. Reach out to your employees for recommendations.

A referral bonus is an excellent motivation for your staff. This helps to encourage your employees to refer their friends and will ensure you have top-quality hires at a reduced cost.

6. Track Your Time

Knowing how long it takes your organization to recruit new hires will ensure your budget works better for you. Smaller companies take longer to hire. A larger organization, on the other hand, will employ often. You can also track additional metrics, such as:

  • Candidate quality
  • Source of hire
  • Quality of hire
  • Turnover rate
  • Retention rate

7. Use Digital Channels

In recent years, social recruiting has gained popularity, and many organizations are embracing it as a recruitment strategy. Social media is used by 70% of hiring managers to hire new staff. Social media channels allow you to post about open roles and reduce recruitment costs. You can also use social media to build your employer’s brand.

How Sprockets Can Help

A testimonial about McHireIt’s vital to know how much you spend on recruitment and use that information to manage your budget. Even with a small budget, you can still get the best hires for your organization.

If you’re looking for an intelligent tool to hire quality staff for your company, Sprockets can help. Sprockets uses AI-powered hiring software to match applicants based on the current top-performing and reduce employee turnover. Contact us today to improve your recruitment process.

 

Get a Free Demo

Personal on laptop and text reading, "4 Easy Tips to Follow When Creating Seasonal Job Postings"

4 Easy Tips to Follow When Creating Seasonal Job Postings

4 Easy Tips to Follow When Creating Seasonal Job Postings 1016 528 Sprockets

While the summer months may mean hiking through national parks or reading novels on the beach, the reality for many people is working — and hiring — seasonal employees. Creating seasonal job postings is a necessary, yet complex first step. Luckily, we outlined four easy-to-follow tips when crafting job listings. The right job description attracts the right candidates for the position and saves you time from sorting through unqualified applicants.

Post to Job Boards for FREE with Sprockets

Save an average of $400 on the recruiting process so you can allocate funds elsewhere while still attracting top talent! Simply publish your current job openings within our AI-powered platform to reach millions of job seekers.

1. Highlight the Seasonal Aspect of the Job

It’s crucial your applicants understand your employment opportunity is seasonal or part-time. Directly state the months a potential employee will be needed so that job seekers understand the exact time commitment. Remember, not everyone searching for jobs is looking for a full-time position, so it may benefit applicants to know you are looking for seasonal employment. 

2. Outline Job Requirements and Qualifications

Summer jobs are typically for students on break, so their skills and qualifications may be limited. For this reason, be sure to spell out what is absolutely necessary for the job versus what is a nice bonus.

For example, a required qualification for an amusement park employee is a certification in CPR, but a preferred qualification is previous customer service experience.

3. Be Clear and Concise 

This may seem obvious, but a great seasonal job posting is easily readable, clear, and concise. You should be able to skim the description to gain a basic understanding of the position and shouldn’t have to dig for key points.

Although your age requirement is likely older, keep the job description at a middle school reading level. 

Here’s an example of a poor job posting for an amusement park:

We are looking for summer staff to work primarily May-August. Positions include ride operator, concessions, and ticket booth. Apply below or come in for a seasonal job application.

Pay range: $8-$13/hour

Here’s an example of a great job posting for an amusement park:

Have a fun summer at the amusement park with us! We are looking for outgoing people to join our summer staff from May through August. 

Required Qualifications:

  • Current CPR certification
  • Valid Driver’s License
  • At least 16 years old

Work Environment:

  • Primarily outdoors
  • Indoor break periods
  • Water and uniform provided

Pay:

  • Beginning pay is $10/hour
  • Returning staff receive .50 extra/hour for each year they return

Bonus Perks:

  • Free entry to the park
  • Late-night staff only park events 
  • Discounted seasonal passes for family members

4. Post to Multiple Job Boards

To guarantee an ideal match for your seasonal job opportunities, you’ll want to post your job description to multiple job sites, such as Snagajob, ZipRecruiter, Adzuna, Upward, and more. This will maximize your exposure, leading to wider applicant pools. 

Creating Seasonal Job Postings Are Worth It

Ultimately, taking the time to write a clear, honest job description is worth every minute. It attracts more qualified candidates and brings in applicants who are more likely to succeed at a seasonal work position. 

Ensure Applicants Are the Right Fit With Sprockets

A man on a laptop doing a pre-employment assessmentOnce you follow these simple tips, you’ll have to decide which applicants to interview — and we can help! Sprockets creates a unique success profile based on your current top-performing employees and empowers you to find the ideal applicants for your team.

A woman holding a paycheck with text reading "9 Companies Offering Hiring Bonuses to New Workers"

These Companies Are Currently Offering Hiring Bonuses

These Companies Are Currently Offering Hiring Bonuses 1016 528 Sprockets

The COVID-19 pandemic has resulted in many companies offering hiring bonuses to employees amidst the uncertain job market. The bonuses provide additional motivation to workers and set organizations apart from other businesses. Furthermore, hiring bonuses are a cost-effective method because they are a one-time cost, unlike salaries. The incentives can average around 20% of an employee’s annual salary, but the figure varies from company to company.

Some of you might wonder, “What is a hiring bonus, and how can I get one?” Let’s dive into the topic and show you a few of the businesses that have decided to offer sign-on bonuses to attract potential workers.

Here Are 9 Companies That Are Currently Offering Signing-Up Bonuses:

1. Amazon

It is the second-largest retailer after Walmart, employing approximately 1.2 million people. The pandemic led to a surge in online shopping, causing the company to hire more delivery and warehouse workers to keep up with the demand.

The current Amazon hiring bonuses are for new employees who pack and ship online orders. For example, some workers can get a $1,000 sign-on bonus and an additional $100 if they have received the COVID-19 vaccination. There are opportunities in several states, such as Kentucky, New Jersey, and Washington.

2. McDonald’s

One of the world’s most prominent fast-food service restaurants, serving approximately 69 million customers, is also offering hiring bonuses to new crew members. Since franchisees own many McDonald’s locations, the incentives can vary significantly. In some cases, workers can receive a $500 sign-on bonus as well as a $50 incentive just for showing up for an interview!

3. Chipotle

Chipotle has introduced several incentives to attract applicants during the COVID-19 pandemic. One recent development is a $200 employee referral bonus for crew members and an additional $750 for an apprentice or general manager position. The increase in bonuses and wages is due to Chipotle’s recent expansion plan, which seeks to fill 200 new locations with staff.

4. Christus Health

This non-profit organization with over 600 locations is offering opportunities for health workers in various specialties with sign-on bonuses of approximately $6,000 to $10,000. The incentives aim to increase their applicant pool during a time when health care workers are desperately needed in communities across the country and the world.

5. General Dynamics Information Technology

General Dynamics Information Technology offers opportunities for technicians and engineering specialists, and their new hiring bonus is approximately $10,000. They also offer an $8,000 bonus to current employees who refer a new employee. The jobs are widespread across various states in the country.

6. Bartlett Plumbing and Heating Company 

People can earn hiring bonuses for HVAC work, as well! Bartlett Plumbing and Heating Company has full-time openings for employees in Michigan with sign-on bonuses of $1,000 that are paid after 90 days of employment.

7. Expanding Horizons

Expanding Horizons is an adult foster care group that offers rehabilitation services to patients with mental illnesses and brain injuries. The company has several open roles with bonuses of $500 after working for three months and a 2% wage increase after six months.

8. Hilton Hotels

If you’re looking for a sign-on bonus in the hospitality industry, then you’re in luck. The Hilton group of hotels and resorts currently offers hiring incentives for various full and part-time positions, including front desk agents, housekeepers, overnight cleaners, and room attendants. Many of the positions offer hiring bonuses of between $300 to $1,500!

9. Continuum Behavioral Health

This organization provides services to people with learning and behavioral disabilities. It has an immediate need for board-certified behavior analysts, providing $5,000 signing bonuses to fill positions in various locations across the country. There are both full-time and part-time job openings in these areas. Continuum Behavioral health also offers competitive salaries and remuneration packages, offering flexible working schedules.

An Additional Solution for Employers During the Labor Crisis

SprocketsAre you a business owner or manager considering the possibility of offering hiring bonuses to attract new employees? It can be an attractive option for both you and job seekers, but it only provides part of the solution to the current labor crisis.

It’s crucial to not only attract applicants, but also make sure that they are the ideal fit for your business. Otherwise, you risk costly employee turnover and having to go through the hiring process all over again. That’s where Sprockets comes in. Our AI-powered platform has all the tools you need to increase applicant flow, screen candidates, and help you hire more employees like your top performers. We even offer free posting to top job boards and “Virtual Recruiters” who handle most of the work for you. It’s not magic — it’s logic.

Schedule a demo now to discover how Sprockets can solve your staffing problems and improve overall employee retention!

A happy man on a computer and text reading "Post Jobs for Free on the Largest Marketplaces for Hourly Workers"

Post Jobs for Free on the Largest Marketplaces for Hourly Workers

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

Sprockets users can now enjoy free job posting on Snagajob, ZipRecruiter, Adzuna, Upward, and more! Avoid the fees that job sites typically charge while still attracting top talent for your team. You’ll spend less time and money on the hiring process, allowing you to focus more on the daily operations of your business.

Reach 6 Million Monthly Job Seekers

Simply create the job listings within your Sprockets dashboard and push it live to millions of job seekers on Snagajob, ZipRecruiter, Adzuna, Upward, and more with the click of a button. You don’t need to worry about creating separate accounts or paying any additional fees. It’s a quick, convenient way to advertise your employment opportunities to qualified applicants.

Improve Retention by 43%

The applicants will automatically appear in your Sprockets dashboard along with their respective fit scores, predicting who will perform like your best employees. You’ll instantly be able to identify who is worth interviewing and will contribute to the success of your business. Users report a 43% improvement in 90-day employee retention, on average!

Join the List of Satisfied Customers

We know Sprockets’ AI-powered software is the solution for your hiring needs, but you don’t need to take our word for it. There are numerous happy customers who love to share their thoughts on Sprockets. Here’s what one user had to say:

“Sprockets has allowed us to focus on the people who have the right characteristics, the right personality, [and] the right traits, and we don’t waste as much time on those that aren’t qualified anymore.”

– Ken Cope

Home Instead Franchise Owner

Start Posting Job for Free Through Sprockets

The Sprockets and Snagajob platformsDon’t wait any longer to improve your hiring process and reduce costly employee turnover. Our team is ready to set you up for success with the Sprockets platform, empowering you to reach millions of job seekers for free and build the best team for your business. Schedule a brief demo today to get started!