Recruiting

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 Aside from intentional lies, many resumes also simply contain outdated information.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

Person holding a cellphone that displays the TikTok icon with text below reading "Why Top Brands Are Using TikTok for Recruitment (and You Should, Too)

Why Top Brands Are Using TikTok for Recruitment (and You Should, Too)

Why Top Brands Are Using TikTok for Recruitment (and You Should, Too) 1016 528 Sprockets

With nearly 100 million active users in the U.S. alone, TikTok is the latest social media phenomenon. But the fastest-growing social media platform in history is used for so much more than trendy challenges, complex dance moves, and cute pet videos. Top brands like Chipotle and Target have taken to TikTok to recruit potential hires during the labor crisis. Read on to discover what has caused this shift in strategy and why TikTok may be the future of recruitment.

Top brands are also using Sprockets to predict applicant success! Our AI-powered solution reveals which potential hires will perform like your best team members, ultimately boosting employee retention by an average of 43%.

 

Audience Is Key

There are currently 65 million Gen Zers in the U.S., and they will account for 30% of the workforce by 2030. It’s crucial to think the way they do in order to create an effective, lasting recruitment strategy. Some people might say that Gen Z is obsessed with TikTok — they make up over 60% of the platform’s user base. This tech-savvy generation spends around six hours a day on social media, with TikTok being one of their favorite platforms. Targeting Gen Z job seekers on TikTok can widen your applicant pool, empowering you to spend less time searching for your ideal hire. TikTok also targets Gen Alpha — those born after 2010. This generation is still too young to work, but they will be applying for hourly positions in a few years. It’s never too early to prepare! 

Hiring With TikTok Resumes

For the most part, Gen Zers grew up in a digital world surrounded by answers at their fingertips. They don’t want to waste countless hours updating their resumes only to be turned down or, worse, left hanging altogether. The current hiring process is ineffective as it lacks an understanding of an applicant’s passion and personality. TikTok recently launched a pilot program targeting Generation Z, where job seekers were asked to submit a video instead of a resume. As of September 2021, #tiktokresumes has over 343 million views. 

Check out this example of a TikTok resume created by University of Washington student, @makena.yee.

The Difference Between TikTok and Other Social Media Platforms

The purpose of other social media platforms used to recruit applicants is mainly informative, while TikTok’s purpose is entertainment. What makes the video-sharing platform so unique lies in its ability to bridge the gap between applicant and recruiter through shared experiences. It’s “a way to engage with [job seekers] in a way they already like to connect.” The short, 15-second videos allow applicants to highlight their passion and energy in an exciting way. 

TikTok Recruiting Tips

If you decide to hop on the bandwagon and create a profile, you might wonder where to start. Here are a few tips to seamlessly reach your audience:

  • Follow Trends
    • TikTok trends ebb and flow, so it’s important to stay up to date. Take the time to scroll through your “For You” page to see what is trending. 
  • Use Hashtags
    • Similar to other social media platforms, including hashtags in the caption or comment of your video will help target your intended audience — job seekers. It’s important to have a mix of broad and industry-specific hashtags. For example, #jobsearch has over 165 million views and #workingatmcdonalds has 3.1 million views, but they might both be valuable additions to your post.
  • Interact With Others
    • Be sure to like, comment, and share when you see a video that catches your eye — your applicant will appreciate it. Making TikTok videos takes time and creativity. Plus, establishing a connection before an interview is always a bonus. 
  • Duet/Stitch
    • Create a video and enable duet and/or stitch options. For those who are not familiar with these TikTok terms, dueting a video allows users to post a video alongside your original TikTok, and stitching lets users take a part of your original video and add it to their own. 

Replicate Your Top Performers

Similar to TikTok, Sprockets’ solution bridges the gap between talent and opportunity by finding the common thread between your best employees and incoming applicants. Plus, our platform is trusted by top brands like McDonald’s, Taco Bell, and Visiting Angels. On average, our customers see a 43% increase in employee retention, and you could achieve similar success!

Person holding a phone with core values surrounding it. Below the image, text reads "How to Promote Your Company's Core Values to Attract Applicants"

How to Promote Your Company’s Core Values to Attract Applicants

How to Promote Your Company’s Core Values to Attract Applicants 1016 528 Sprockets

Before we dive into company core values, it’s important to understand what attracts candidates to a company in the first place. Some people may say competitive wages, benefits, or even flexible schedules. However, according to a recent survey conducted by Glassdoor, 79% of job applicants would consider a company’s mission and purpose before applying. Company culture and values are even more important amongst millennials and the Gen Z generation. The survey found that more than half of the participants valued company culture over salary.

Easily uncover applicants who are the ideal fit for your business with Sprockets! Our AI-powered platform reveals which applicants will perform like your best employees based on shared personality traits.

What Are Company Core Values?

Company core values are deeply ingrained principles” that guide a company’s actions. In other words, they are businesses’ core beliefs all employees must follow and uphold. For example, company values here at Sprockets include equality and diversity. Both our platform and employees strive to eliminate bias and connect people to possibilities. 

What Are the Best Company Core Values?

There’s no template set-in-stone for  good core values a company should follow. Every business is unique in its own way. Rather than copy another company’s core values, it’s best to be authentic and honest when establishing your company’s core values. For example, if one of your core values is teamwork, your employees’ behavior and company culture  should reflect that. How do your employees work together as a team? Why do you value teamwork? 

How to Promote Company Core Values

In terms of employer branding and recruitment, you must promote your company’s core values to attract applicants who also share those beliefs. It’s clear job seekers want more meaningful experiences from companies whose values align with their own — this is especially important for hiring managers. Once you have established your company’s core values, you’re more likely to find the right fit when building your team. This can lead to a boost in company morale, employee retention, and overall productivity. 

Job Posting

Make sure you highlight your company’s core values in job postings. You’d be surprised how many companies forget to include their company values, so this is your chance to get ahead of the competition!

Social Media

LinkedIn, Facebook, and other social media platforms are great resources for promoting your company’s core values. Be creative! Post a picture of your employees exhibiting a specific core value. Create a video speaking about your core values and why they matter. Whichever medium you choose, remember to be authentic. 

Interview Question

Be specific during all of your interviews. Ask applicants certain questions to gain an understanding of their values. If they align with your company values, great! They might be a fantastic addition to your team. If they don’t align with your core values, however, you might want to move on to another candidate. 

Make a Donation

Whether you choose to donate money or time, actively supporting your company’s core beliefs sets your company apart from others. 

Predict New Hire Success With Sprockets!

See which applicants will perform like your best employees. Our brief, three question survey reveals everything you need to know about candidates before the interviews, eliminating wasted time and moneySprockets’ solution is proven to improve retention by 43%, allowing owners and operators to focus on daily operations, (like improving company culture and core values).

Two restaurant employees - one man and one woman - pose while working. Beneath them, text reads "4 Simple Strategies for Recruiting the Best Restaurant Employees"

4 Simple Strategies for Recruiting the Best Restaurant Employees

4 Simple Strategies for Recruiting the Best Restaurant Employees 1016 528 Sprockets

The current employee turnover rate in the fast food industry is 150%. This alarmingly high percentage makes recruiting for restaurants within the QSR industry difficult, especially during a global pandemic. So, what is the best way to find restaurant employees that will work hard and stay long-term despite industry challenges? Our team compiled strategies that hiring managers can implement to learn how to recruit staff for QSRs. 

Did you know that the average cost of training a QSR employee can be $3,500? Save money and find your ideal restaurant employees with Sprockets! Our AI-powered platform empowers hiring managers to predict new hire success, ultimately reducing employee turnover by 22%.

 

 

How to Recruit Employees for Your QSR 

1. Utilize Social Media Marketing

If you’re wondering how to recruit entry-level employees at your QSR, social media is the way to go. 75% of QSR employees are Gen Zers and Millennials, so you must think the way they do. The younger generations react to short, personalized videos on social media platforms, like Facebook, Instagram, Twitter, LinkedIn, TikTok, and YouTube. Create a video showcasing your brand, company culture, work environment, and employee benefits. Don’t forget to include popular and trending hashtags to widen your applicant pool! 

2. Transform Your Job Descriptions

A key strategy to recruiting restaurant employees is to craft effective job descriptions. This may be the first impression applicants have of the position, so it’s crucial your job posting emulates the job opportunity. The job description should be specific and clear: Tell the applicant why they should work for you. 

3. Source Candidates From Multiple Sources

Now that you have perfected your job description and posted on social media, market your QSR position through multiple sources to find restaurant employees, including: 

  • National Restaurant Association: To attract ideal applicants and those with previous restaurant experience, advertise your QSR positions in this highly recognized industry page.   
  • Careers Page: Career pages account for 52% of restaurant hires. Include a link to your careers page on your restaurant website, digital advertising, and in your social media profiles. 
  • Job Boards: Post to multiple job boards such as Snagajob, ZipRecruiter, and Upward to increase your chances of finding the right fit for your QSR.
  • Community Resources: Reach out to your local community for help! Post flyers at local businesses and community centers. Contact local schools, colleges, and work-study programs to offer various positions for qualifying students. Each connection will remember your efforts, which can generate a steady supply of applicants.

4. Hire Internally 

Perhaps you’re struggling with how to hire employees quickly. Consider hiring from within — internal hires have increased 20% since 2019. Hiring internally offers a significant amount of benefits. The onboarding and hiring process for internal employees takes fewer resources. Plus, internal hires are already familiar with the QSR work environment, leading to an increase in productivity and employee retention.

Spend 37% Less Time Hiring

Say goodbye to wasted interview time with Sprockets’ AI-powered platform. Our Applicant Matching System analyzes potential hires that meet your top-performers’ metrics for success, empowering hiring managers to choose the ideal applicant and allocate resources elsewhere.

 

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.

Two women discussing employment opportunity with text across image reading "Attracting Applicants: How to Hire Employees Quickly in a Tight Labor Market"

Attracting Applicants: How to Hire Employees Quickly in a Tight Labor Market

Attracting Applicants: How to Hire Employees Quickly in a Tight Labor Market 1016 528 Sprockets

In the midst of a global pandemic, businesses continue to navigate a tight labor market. Now, experts warn we are headed into a “long-term tight labor market.” Employers wonder how to attract job seekers when there’s a clear disconnect between job postings and applicant interests. Understanding how to get more applicants for a job is complex. Luckily, we compiled an easy-to-implement list that outlines attracting employee strategies. 

Attracting the right candidates has never been easier with Sprockets! Our AI-powered platform reveals which applicants are likely to perform like your current top-performing employees. Eliminate wasted interview time and hire the ideal applicants before your competitors.

 

How to Get More Applicants

1. Provide Competitive Wages

To put it plainly, people aren’t going to settle for minimum wage — especially those whose finances took a turn for the worse during the pandemic. If you are able to offer higher wages, you’re on the right track to attracting candidates that will last. Employees who are paid more than minimum wage are more motivated to work, thus increasing overall productivity and fostering a better work environment.  

2. Offer Flexible Hours

People crave a work-life balance. Who wouldn’t want to come home after a productive work day and watch Netflix, play board games with their family, or go out for a drink with friends? Doing the things you love shouldn’t be put on hold when you have a part-time or full-time job. Consider offering flexible hours to draw in potential hires and beat the competition! 

3. Maintain a Safe and Clean Environment

Let’s face it: The pandemic isn’t over, and no one knows when it will end. Some applicants may be skeptical of returning back to in-person positions, so it’s crucial to highlight what your company is doing to protect workers from COVID-19. Follow CDC guidelines, offer paid quarantine leave, and regularly sanitize high-touch surfaces to maintain a healthy work environment for employees and customers.

4. Establish a Social Media Presence

Get creative and build a social media platform on Facebook, LinkedIn, Twitter, Instagram or TikTok to catch the eyes of Gen Z and other tech savvy applicants! 79% of job seekers use some form of social media to search for opportunities. Whether you decide to go all in and design a social media campaign or simply create a descriptive profile, establishing a social media presence is a smart way to attract new hires.

5. Post to Multiple Job Boards

Widen your applicant pool by posting to multiple job boards! Everyone has a personal preference on which job board they prefer. So, once you have your job description crafted, be sure to post to as many job boards as you can. Ultimately, the more job boards you post to, the better chance you have to attract applicants for recruitment.

How to Get More Job Applicants

If you’re wondering how to recruit staff, Sprockets is the answer! Post to popular job boards like Snagajob, ZipRecruiter, Adzuna, Upward, and more for free from within our platform. Reach millions of applicants without any additional fees so you can allocate resources elsewhere while still attracting top applicants.

 

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.

Woman shaking hands with hiring manager with text below reading: The COVID-19 Pandemic and Its Permanent Impact on Hiring

The COVID-19 Pandemic and Its Permanent Impact on Hiring

The COVID-19 Pandemic and Its Permanent Impact on Hiring 1016 528 Sprockets

At the beginning of the COVID-19 pandemic, everyone wanted to “return to normal”. However, with the end of the pandemic nowhere in sight, businesses have had to adjust their recruitment process. Pandemic hiring practices — and pandemic jobs — are here to stay. So, what does that mean for the future of recruitment? Which COVID-19 practices will hiring managers continue to follow in a post-pandemic world? Read on to discover the various ways the COVID-19 pandemic has changed the hiring process. 

Perhaps one of the most significant changes is the increased importance of hiring top-notch employees quickly. Luckily, Sprocket’s AI-powered solution reveals which applicants will perform like your top-performing employees. Save time, money, and only hire the ideal applicants with Sprockets. Average users spend 37% less time on the hiring process!

 

 

COVID-19’s Impact on Hiring

Virtual Hiring Process

Several businesses — regardless of industry — are utilizing technology to communicate, implement, and execute work-related tasks since face-to face hiring is not always an option. According to Pew Research Center, 71% of Americans are currently working from home and 54% want to work from home post-pandemic. While no one knows when COVID-19 will end, it’s safe to say remote work is here to stay. (That also means business-casual on top and sweatpants on bottom could be the new norm.)

Health and Safety Precautions

However, not all businesses can function with a remote workforce. These companies must follow certain health and safety precautions to continue operating in person. Following the CDC guidelines, regular hand washing, sanitizing, and cleaning of high-touch surfaces are now common practices. This allows hiring managers and their interviewees to feel safe during in-person interviews. Although these guidelines may lift post-pandemic, it is likely that the emphasis of cleanliness will stay to reduce transmission of colds, the flu, and other common illnesses. According to Building Service Contractors Association International, regularly sanitizing high points of contact can save employers “more than $225 billion dollars a year in lost productivity.” 

Importance of Internal Hiring

During these trying times, hiring quality applicants is tough. Even attracting workers can often be a challenge. Since the beginning of COVID-19, internal hiring has increased 15 to 20%. Selecting candidates from within your organization has its benefits. According to LinkedIn, internal hiring can improve overall employee retention. Internal hires will likely stay twice as long since they are already familiar with the company.

Emphasis on Equality, Diversity, and Inclusion

With so many employers switching to a hybrid or completely virtual approach, more people are available for opportunities they would not have been able to fulfill pre-pandemic. Remote work widens the applicant pool, allowing employers to choose their ideal applicant, even if they are not from the business’s physical location. This empowers businesses to hire employees from a variety of backgrounds. The increased emphasis on equality, diversity, and inclusion can be attributed to the realization that policies set in place — such as virtual work — affect everyone differently. Fostering an inclusive workplace for everyone is crucial to success as we continue to fight bias, racism, and xenophobia. Employers must make sure all employees are given appropriate accommodations to meet their individual needs.

Overcome Hiring Challenges With Sprockets

Our AI-powered platform empowers hiring managers to predict the best “fit” for any given position, ultimately saving valuable time and money while maintaining optimal staffing levels during difficult times. A brief, three-question survey reveals everything you need to know about an applicant before the interview. Humanize your hiring process, prevent bias, and increase overall diversity with Sprockets!