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People on their phones and text reading "Hiring Gen Z: How to Attract the Next Generation of Workers"

Hiring Gen Z: How to Attract the Next Generation of Workers

Hiring Gen Z: How to Attract the Next Generation of Workers 1016 528 Sprockets

Gen Z makes up 32% of the world’s population, and it’s expected that about 60 million job seekers will burst onto the job market in the next ten years. Having grown up in a world saturated with technology and internet culture as well as a time of steep economic ebbs and flows, hiring Gen Z requires understanding the unique needs and drives of this generation.

It’s time to think about your strategy for recruiting Gen Z if you haven’t already, as their idea of an ideal work environment is a bit different than that of the past. Let’s take a look at what you need to know about attracting and maintaining Gen Z employees.

Who Is Generation Z?

There isn’t total agreement on when exactly the range for belonging to Gen Z begins and ends, but a commonly proposed concept is that Generation Z is comprised of people who were born between 1995 and 2012.

Gen Z is the first generation that is considered to be “digital native.” Millennials were “digital pioneers,” growing up at the same time that social media and technology were radically changing our lives and work. Gen Z, on the other hand, was primarily born into a world where social media was the norm and information was always immediately accessible.

While all generations are made up of unique individuals, there are definitely some generational trends that emerge when looking at this group of people who range between 10 and 26 years old in 2021. Here are some of the characteristics that have been identified as relating to Gen Z:

  • Financially focused
  • Entrepreneurial
  • Technology-focused
  • Social both online and offline
  • Competitive
  • Open-minded in certain respects
  • Enjoy working independently
  • Desire to be heard

Because of the quickly changing world we live in, the gaps between generations are quite large. This means that Generation Z recruiting looks different when dealing with younger generations versus generations of the past, such as the Baby Boomers.

Recruiting Generation Z: What Gen Z Wants From Work

If you’re wondering how to attract Generation Z employees, you’re going to need to learn what it is they are looking for from a job and a career. Gen Z grew up surrounded by technology and information while also riding a pretty extreme economic rollercoaster.

(Are you wondering what character traits to look for in applicants? Check out this article.)

Flexibility

Gen Z expects that a job offers flexible work options. This means the opportunity to work remotely or have a choice where they work, as well as an understanding that there is some schedule flexibility.

Teamwork and Company Culture

If you’re wondering how to recruit Gen Z, you’ll want to focus on building a sense of being part of a team and energetic company culture. With more and more people working remotely, it’s more important than ever that workers feel like they are a part of something working toward larger goals.

Millennials have proven to be very interested in finding a company culture that suits them when on the job hunt. Gen Z recruiting trends point to a similar emphasis on desiring a good fit when it comes to the company culture.

Work-Life Balance

What does Generation Z want in a job? Well, honestly, they want a job that isn’t going to take over their lives.

Work-life balance is important to Gen Z in their career track and job. This generation wants to work for companies that don’t cause a big deal if they need to have a doctor’s appointment or have an emergency at home they need to deal with. Gen Z wants to work for a company and with people who understand that we are all human and have real lives.

In addition, people are pushing back on the intrusion of work into their “off” time. Increasingly, it is attractive to young job seekers that there is an emphasis on being “clocked in” and “clocked out,” rather than an expectation that you’re responding to an email from your boss at 10 p.m. on a Friday.

Growth

Another aspect of how to attract Generation Z employees has to do with providing opportunities for growth. This generation is more concerned about where a job could get them than the actual job title itself. Having lived in a time of great uncertainty, Gen Z wants to know what their potential for career advancement is.

Social Awareness

Gen Z has proven itself to be very concerned with whether or not the corporation is committed to social responsibility. This has to do with both social and environmental issues.

Mentorships

Mixing members of different generations within the same team is another strategy for attracting and maintaining Gen Z employees. This allows the younger generations to learn from older generations and help them form their career and life goals.

Job Rotation

Members of Gen Z are particularly interested in having the chance to rotate through several jobs while they are in their first few years with a company. This gives them the opportunity to figure out which particular role they are most interested in pursuing in the long run.

Hiring Gen Z: How to Recruit Gen Z for Your Company

Someone on a laptop screening high quality candidatesThe workplace is an ever-changing environment, and companies are already focusing their recruiting practices based on the preferences, needs, and desires of Generation Z. When you hire someone, you want to know that everyone will benefit from the arrangement and allow both the employee and your company to reach its full potential. By understanding what Gen Z is looking for in a career, you can attract and keep the best of the best.

If you’re ready to get serious about hiring Gen Z at your company, our AI-powered platform might be just the thing you need. It finds the common thread between your top employees and incoming applicants, ultimately enabling you to make better hiring decisions and improve employee retention. Sprockets even offers free job posting, tax-credit screening, virtual recruiters, and more. Schedule a free demo today!

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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 in an office and text reading "How to Use HR Tech to Elevate Your Company Culture"

How to Use HR Tech to Elevate Your Company Culture

How to Use HR Tech to Elevate Your Company Culture 1016 528 Sprockets

Focusing on company culture is more important than ever as work attitudes change. Having a strong culture enables businesses to hire better-fitting employees in terms of skills and personality. Moreover, well-defined values make it easier for everyone to stick to a mission. 

Conversely, a non-existent or poorly defined company culture will result in disengaged employees, and products and services can suffer—resulting in lost customers and revenue. 

For many HR teams, creating a strong company culture is difficult. HR tech can help by freeing up time and making your processes more efficient. This technology also has many other benefits when elevating company culture.

What Is meant by HR tech?

The term “HR tech” is used to define all software that eases the administrative burden of HR teams. It can be used to screen applicants, analyze employee performance, and save time.

Examples of HR tech include employee analytics software, payroll automation systems, and application tracking systems.

The Biggest Challenges When Creating a Company Culture

Finding People With the Right Skills and Personalities

Recruiting employees with the skills businesses need is difficult enough, and the complexity mounts when HR teams also need to consider personalities. If team members don’t share values or buy into a company mission, nurturing a culture that inspires growth and innovation is problematic. 

When seeking to hire people that are a good match, teams must be crystal clear about what they’re looking for. Fine-tuning job descriptions and filtering searches will help. 

Mergers and Acquisitions

Though the average value of merger and acquisition (M&A) transactions declined in 2020 compared to 2019, M&As were still an essential part of growing many businesses.

A graph titled "Number & Value of M&A Worldwide"

Source: IMAA analysis; imaa-institute.org

Such practices can help companies increase their market share, consolidate assets, and more. However, if companies are not careful, M&As can also pose a threat to their company culture. If the two businesses and their employees aren’t on the same page, internal clashes can happen. 

If a business is looking to complete an M&A, it must look beyond the financial aspects alone and consider how to mitigate potential risks to its culture. 

Scaling Without Losing Identity

When scaling a business across numerous locations, or from startup to corporate, neglecting culture is a serious risk. This is particularly true when scaling across diverse regions. 

Becoming a global brand without sacrificing company culture is possible. Apple and Spotify are two examples of businesses that stuck to their original mission, despite serving hundreds of millions of people. Both have scaled without losing their corporate identity through good planning and strategizing. 

As the company expands, HR professionals should ensure every new hire can contribute to their existing culture and reinforce the company’s core values. 

How to Use HR Tech to Elevate Your Company Culture

Use Screening Software to Find the Right Fit

Remote and hybrid work mean that HR teams can expand their recruitment internationally. However, being unable to meet in person can make identifying and selecting the best-fitting applicants more challenging. 

More companies are turning to technology to help. In July 2020, research published by McKinsey & Co. revealed that 85% of surveyed executives have sped up their companies’ digitization process.

Graphs representing companies using HR tech

Source: McKinsey Global Business Executives Survey, July 2020

If teams are not already using the technology, screening software can help to find the right employees quickly. Instead of manually sifting through resumes and cover letters, HR teams can focus on other important tasks.

Use Messaging Solutions to Improve Communication

In Glassdoor’s Workplace Trends 2021 report, the company pointed out that 70% of its employees want a hybrid working agreement in the future. With team members spread across different locations and working at different times, however, communication becomes more important than ever.

Slack conducted a remote working survey in 2020 that highlighted the challenges of communicating using such models. They showed that 14% of the platform’s users still found that inefficient or slow communications and processes impacted them. For participants not using Slack, that figure rose to 21%.

A graph on workplace challenges

Source: Report: Remote work in the age of Covid-19, Slack, April 2020

Though messaging solutions won’t solve all of HR teams’ problems, having the tools in place will allow colleagues to set expectations and boundaries. With effective communication, employees will feel engaged and supported while upholding the company’s culture and vision. 

Use Onboarding and Offboarding Software

To emphasize and improve company culture, businesses should pay equal attention to their onboarding and offboarding processes. 

When integrating new hires within a company, giving them a run-through of the mission statement and values—and how they fit into the big picture—is essential. 

When their time with the company is coming to a close, outgoing employees are a great source of feedback. HR teams can use this information to tweak their current practices accordingly. 

HR tech is a capable tool to help welcome and say goodbye to employees in a way that elevates company culture. Teams can use survey software to gather feedback when offboarding and engagement technology to support their onboarding program. 

Invest in Analytics Software

Measuring employee performance is about more than how much money a person brings into a company. HR professionals also need to monitor employee engagement and offer growth opportunities. 

To reinforce company culture, businesses need employees who are willing to improve and innovate for their benefit, and the benefit of the company. 

An effective way to measure how employees are doing is by investing in HR analytics software. These platforms enable the department to benchmark data, analyze why employees are leaving, and more. 

Invest in Technology to Invest in Your Culture

Elevating company culture is a team effort, and the tools they use can make all the difference. Investing in HR tech is a great way to improve company culture by saving time and energy on manual work. HR teams will also find that they can gather information faster, engage employees better, and spread their message more effectively.

HR tech also allows hiring managers to screen potential employees, helping your company to achieve a balance between skills and personality. 

Author Bio

Dean from OnTheClockDean Mathews is the founder and CEO of OnTheClock, an employee time tracking app that helps over 10,000 companies all around the world track time. 

Dean has over 20 years of experience designing and developing business apps. He views software development as a form of art. If the artist creates a masterpiece, many people’s lives are touched and changed for the better. 

When he is not perfecting time tracking, Dean enjoys expanding his faith, spending time with family and friends, and finding ways to make the world just a little better.

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Here’s How to Create an Effective Employee Engagement Plan

Here’s How to Create an Effective Employee Engagement Plan 1016 528 Sprockets

It might seem daunting to develop a new employee engagement plan from scratch, but it’s a crucial step to achieving success with any business. The benefits, alone, should motivate you to get together with your leadership team and brainstorm some ideas. Employees who feel more connected with their team members and the workplace can be healthier, happier, and more productive!

While it’s challenging to develop a custom employee engagement plan for your business, it makes a huge difference when you start with the right workers. Sprockets helps you build teams that mesh and work well together by revealing the common thread between top employees and incoming applicants. Schedule a demo today!

What Is Employee Engagement?

Simply put, employee engagement refers to the level of dedication and commitment that someone feels in relation to their workplace. There are various strategies to increase employee engagement among team members, all of which you should consider when creating your plan. After all, every business owner wants workers who sincerely care about their work and contribute their fair share of effort toward achieving company goals.

A Guide to Developing an Employee Engagement Plan

Recruitment

First of all, ensure that you highlight the company’s mission and core values in job postings that follow best practices for recruitment. By clearly outlining the type of environment a future employee would experience, you will attract more like-minded people to apply. Plus, it weeds out those who will not be a good fit – before it’s too late.

Example: Sprockets is a software-as-a-service (SaaS) company that values innovation, sustainability, and individual growth. Our employees are driven by new ideas, are compassionate, and challenge traditional values to bring about positive change.

Onboarding

Outlining the onboarding process, beyond filling out paperwork and going over where to find the fire exits, is crucial to adding a new employee to an established team.

Example: New marketing employees have weekly meetings with their manager to discuss personal development opportunities and any questions, comments, or concerns with workload or environment. During the first week of employment, the marketing team will go out to lunch with the new employee. The marketing team will have quarterly outings to encourage camaraderie and transparency between departments.

Goal Setting

Outlining goals for a position gives an employee a sense of purpose. Tying their goals directly to the company’s goals and values is a way to effectively display the impact of their work and why they are essential to the company.

Example: The marketing coordinator is responsible for creating content and emails to fuel the sales team with leads. With a company goal of 100 new customers in Q2, the marketing team will need to generate 1,000 leads.

Communication From Leadership

Planning quarterly staff meetings with employees from every department and level is an excellent way to show transparency and build engagement. When employees see the bigger picture outside of their daily tasks, it gives them a greater sense of purpose.

Example: You’re invited to our quarterly meeting! We will share an overview of our company goals and accomplishments for the past quarter as well as introduce plans for the upcoming quarter.

Recognition Programs

Employee recognition can significantly increase employee engagement. From giving someone a shout-out to submitting a nomination for a company-wide meeting, it always helps to recognize hard work. Employees will return the favor with even more great work and motivation.

Example: We will recognize one or more hard-working employees at each weekly meeting for their contribution. In the monthly newsletter, directors from each department will submit the name of an employee who has gone above and beyond in order to reach goals. Employees also get the opportunity to nominate their coworkers for recognition in one of three categories: innovation, team building, or going above and beyond. Winners will receive $50 gift cards.

Career Growth and Development

Whether someone has been with the company for 15 years or recently joined right out of college, all employees can benefit from personal development in the workplace. While not everyone will want to partake, those who do will appreciate it and likely become more engaged. Consider these strategies to improve employee engagement and reduce employee turnover:

  • Lunch-and-learns with a relevant speaker for specific departments
  • One-on-one coaching for new tools and technology
  • Matching new workers with an established employee as a go-to mentor
  • Setting aside time to discuss specific skills they’d like to learn

Performance Reviews

Did you know that 43% of highly engaged employees get feedback on their work once or more per week? Receiving feedback on work instills a sense of trust in employees. It shows that their work is being reviewed and appreciated. The other significant factor here is that engagement drops after an employee’s first year at an organization. By having set performance reviews, employees realize that leaders are still paying attention to their work.

Example: Schedule weekly check-ins and annual performance reviews. (An annual review should not be the first time that an employee hears a piece of feedback.)

Build the Best Team From the Start

Cellphones with fit scores to help with recruiting employeesIt’s crucial to hire applicants who will mesh well, succeed, and stay long-term, ultimately making it much easier to maintain high employee engagement. It makes an immense difference in workplace culture, too.

That’s where Sprockets comes into play. Our AI-powered solution creates a unique success profile for your business based on the mental makeup of your best employees. Then, incoming applicants are matched against this benchmark to ensure you hire the best candidates every time with pinpoint precision. (The average Sprockets user reduces costly annual employee turnover by 22%!)

Schedule a brief demo today to improve employee retention and engagement.

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Can Employers Require the COVID-19 Vaccine?

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

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

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

What You Should Know About COVID-19 Vaccine Requirements

EEOC Guidelines

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

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

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

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

Employee Vaccination Incentives

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

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

Risks of Mandatory Vaccination Policies

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

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

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

Advice for Business Owners

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

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

Are You an Employer Struggling With Staffing Levels?

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

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

A man on a laptop in a restaurant with text reading "How to Measure the Quality of Potential Employees"

How to Measure the Quality of Potential Employees

How to Measure the Quality of Potential Employees 1016 528 Sprockets

Hiring new employees is a time-consuming and expensive task for any employer. Nothing is more frustrating than when new hires leave after just a few months on the job. All the effort and resources that went into hiring, training, and onboarding the employee have now gone to waste. 

This problem has raised the awareness among recruiters and HR departments about the quality of hire. A concept that has gained traction in the last decade, 39 percent of talent scouts consider the quality of hire to be the most critical performance metric. Let’s dig a little deeper to learn how it can help your employment practices.

What Does Quality of Hire Mean?

Put simply, quality of hire metrics measure the value that an employee brings to the company. With new hires, the goal is to assess the employee’s potential contribution over the long term. It attempts to answer key questions, such as will new employees bring value to the work? Will they be compatible with the company values? Will they work well with other team members and fit the company culture?

Perhaps the biggest question of all is what does quality of hire mean? This is open-ended. It can mean different things to different companies. Each company has unique needs and, therefore, will have its variables in the quality equation. Some of the common indicators include the following:

  • Employee Retainment: The longer an employee stays, the more value they’ll bring to the table. 
  • Employee Task Performance: Performance reviews play a key role in assessing an employee’s contributions.
  • Employee Accomplishment: Do employees achieve their goals and tasks on time?
  • Employee Time to Value: The amount of time it takes for an employee to be fully onboarded and trained is an early sign of potential value.
  • Customer Satisfaction: Do they go above and beyond for the consumer and add value to your customer satisfaction?

Sprockets has developed an innovative method to determine which quality indicators are suitable for your company. Choose your top employees and administer a personality assessment test. With the results, Sprockets generates a Mental Makeup Analysis report. The MMA report identifies the top five qualities of your best employees, providing you with a quality template for future hires.

Why Is Quality of Hire Important?

The process of determining quality of hire metrics may seem time-consuming and irrelevant. However, the real delay in the hiring process is constantly posting the same position on job boards because you can’t find a good fit. In addition to improving your employee retention rate, a quality hire can provide the following for your workplace:

  • Strengthen and enhance company culture
  • Improve strategic hiring decisions
  • Get quantifiable outcomes of your recruitment technology
  • Gain insights into the candidate experience
  • Increase competitiveness in attracting talent to your company

Quality of hire benefits the long-term growth of a company. A workplace full of long-term employees committed to and invested in the company’s future raises job satisfaction and stimulates and fosters creative, synergistic growth.

How Do You Measure Quality of Hire?

While each business can develop its own method for measuring quality of hire, a recommended formula has gained traction. Hire by Google recommends adding your key indicators together, using the indicators from your MMA report, divide by the number of indicators, and then multiplying by 100. For example, add the scores for employee task performance, employee accomplishment, and customer satisfaction together, divide by three, then multiply by 100 to get the quality of hire percentage. 

But how can you compare this percentage to your job candidates? This is where artificial intelligence comes in handy. Sprockets has developed a powerful software tool that matches the applicant pool to your benchmarks. With the information you gained from the MMA report, you can utilize the matching software to find candidates with similar industry knowledge, skill set, work ethic, etc.

With the aid of these tools, measuring the quality of hire becomes a scientific process that gives you measurable results. Defining quality is always a subjective endeavor, but the MMA report and matching software from Sprockets provide the standard of uniformity needed for reliable results.

Start Improving Your Quality of Hire Today

Someone on a laptop screening high quality candidatesWhen starting to measure the quality of potential employees, it’s important to talk to the stakeholders. Open conversations with long-term valued employees about retention, the company culture, and other topics that influence new hires. Let them know that you value their input and honesty to help you build a complete picture of the business. 

Recruitment platforms like Sprockets can help you find quality hires. Sprockets uses AI-powered applicant matching solutions to help find the best personnel for your company. 

Schedule a demo today and learn how Sprockets can be integrated into your recruitment process to find quality hires.

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

Earn More Work Opportunity Tax Credits With Less Effort

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

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

Discover Which Applicants Are Eligible for Work Opportunity Tax Credits

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

See Who Will Perform Like Your Best Employees

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

Let Our Experts Take Care of the Details

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

Start Maximizing Your WOTC Incentive Today

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

A woman on the phone with text reading "Maintain Healthy Staffing Levels With a Virtual Recruiter"

Maintain Healthy Staffing Levels With a Virtual Recruiter From Sprockets

Maintain Healthy Staffing Levels With a Virtual Recruiter From Sprockets 1016 528 Sprockets

Despite the high rate of turnover in the QSR industry, GMs are afforded little time for hiring crew members who are the precise fit for their needs. Luckily, a Sprockets Virtual Recruiter can quickly stabilize staffing levels and take pressure off of managers so they can focus on the daily operations of their business. A member of our team will recruit hourly workers, contact potential hires, re-engage past applicants, and improve employee retention. You’ll never miss out on a high-quality hire again!

Increase Applicant Flow

Your Virtual Recruiter makes it easy to post jobs on Snagajob, ZipRecruiter, Adzuna, Upward, and more for free. Plus, they’ll routinely re-engage previous applicants to capture their potential interest again. So, you always have a healthy flow of applicants to choose from whenever an employment opportunity opens up at your location. That means less time and money lost due to turnover. It’s a win-win for applicants and employers alike.

A phone with a pop-up that reads "Ideal Applicant Found"Reduce Applicant Response Time

You never have to worry about constantly checking job sites or reviewing resumes again. Your Virtual Recruiter will monitor submissions, evaluate applicants, and immediately alert you whenever they identify someone who would be a good fit for your team. GMs can focus on important day-to-day operations and schedule interviews with the click of a button to keep applicants engaged and interested in the position at your company.

Improve Employee Retention

Best of all, our AI-powered platform is proven to improve employee retention by an average of 43%. The Sprockets software creates a unique success profile for your individual location based on the mental makeup of your top employees. It then uses that as a benchmark to find future applicants with similar characteristics. 

Job seekers simply fill out a brief, three-question survey when they apply, and you see their “fit scores” in your Sprockets dashboard along with the automatic alert. It empowers you to hire the ideal applicants every time, ultimately reducing costly turnover.

Get Your Virtual Recruiter Today

What was once too good to be true is now a reality. You can get a dedicated member of our team to drastically increase applicant flow, reduce response time, and improve employee retention while you and your GMs focus on other aspects of the business. Schedule a brief demo today and see how a Sprockets Virtual Recruiter can help maintain healthy staffing levels for your business.

A team of employees with text reading "The Best Ways to Reduce Employee Turnover"

The Best Ways to Reduce Employee Turnover

The Best Ways to Reduce Employee Turnover 1016 528 Sprockets

Employee turnover results in significant costs to businesses, including anything from a severance package to the time spent hiring and training the new employee. Therefore, any reduction in turnover will greatly improve your long-term financial situation and success, no matter what industry you’re in. While there’s no perfect “fix” to completely eliminate the inevitability of turnover, we created a list with some of the best ways to reduce employee turnover. Take a look and start improving your retention!

9 of the Best Ways to Reduce Costly Employee Turnover

Hire Applicants Who Are a Good Fit

You can reduce employee turnover by starting at the beginning and analyzing your hiring process. People who are a good fit for your team and workplace culture are more likely to succeed and stay long-term. They’ll be happy and productive as part of your team. On the other hand, employees who don’t fit in well will not like working at your company and ultimately leave for another opportunity. Their low morale can also be contagious. While skills are important, the best hire could be an applicant with no industry experience but fits in well.

Quickly Fire People Who Don’t Fit

If you happen to hire someone who doesn’t fit well at the company and doesn’t meet expectations, it’s important to let them go early. A poor performer can be a drag on morale, slow down work processes, and negatively affect other team members. Avoid this from significantly impacting your business by quickly hiring someone else who will be a better fit.

Keep Wages and Benefits Current

It’s common and perfectly understandable for people to think about their income and benefits packages compared to what they could get at other companies. This is especially true in the digital age, with websites such as Glassdoor and Indeed facilitating comparisons. If your compensation isn’t adequate, your employees might quit and pursue positions with your competitors.

Recognize and Reward Employees

Work is often difficult and stressful. By recognizing outstanding employees and rewarding them, you increase morale and encourage a culture of meritocracy. The prizes do not have to be significant. A pair of movie tickets is sometimes enough. Also, a small trophy can mean a lot. It’s the thought and recognition that truly counts.

Offer Work Flexibility

With the health pandemic, many workers have experienced work flexibility for the first time. They will likely want to keep these new arrangements. Working from home is a huge benefit for employees. There’s no commute, which saves a considerable amount of time and gas. They can also provide childcare to their kids.

If properly implemented, many positions can be done remotely. And, even if one can’t be 100% remote, you could have occasional work-from-home days or offer flexible working hours. Your employees will be very grateful if you do your best in having workplace flexibility. 

Promote Employee Engagement

Employee engagement and well-being can affect things in the workplace, like productivity and worker absenteeism. If morale is low, there are a multitude of things you can do. Try setting up a morale committee to come up with ideas. What can be implemented will vary from company to company. Hosting events like ice cream socials and pizza parties are inexpensive yet effective ways to show employees you appreciate them. Plus, it promotes communication and team-building among crew members.

Offer Career Development Opportunities

No one wants to be stagnant in their career. This is especially true for top performers who prioritize constant improvement. Perhaps some long-time employees should look into lateral moves. No matter the task, doing the same thing for years will eventually get old. By trying something new, they keep work fresh.

One of the most basic ways to drive employee development is to conduct monthly, quarterly, or annual reviews. Also, if your budget allows it, look into offering formal education opportunities or tuition reimbursement. Mentorship can also be a great growth opportunity. This pairs a seasoned executive with a junior employee. Both can benefit from the experience. Best of all, this program does not have to cost you a dime.

Conduct Quality Exit Interviews

Your human resources employee should be well trained in giving exit interviews. Hopefully, they’ll be able to identify why the employee is leaving. This interview can be an excellent source of information on why people leave your company. For example, if many people are leaving because of low income, then you know you should probably increase salaries.

Add Sprockets to Your Hiring Process

A woman showing a laptop screen of the Sprockets hiring platformLast but not least, one of the best ways to reduce employee turnover is to hire the ideal applicants with Sprockets’ AI-powered hiring solution. Our platform creates a success profile based on your current top-performing employees and automatically assigns a “fit score” to applicants with sophisticated personality assessments. It ensures you hire the right fit for your team — every time.

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!