Two people in an interview at a restaurant and text reading "Why Applicants With No Experience Can Be Quality Hires"

Why Applicants With No Industry Experience Can Be Quality Hires

Why Applicants With No Industry Experience Can Be Quality Hires 1016 528 Sprockets

While it is understandable that one would prefer to work with an employee who already understands industry jargon, is familiar with the proper tools, and has a grasp on what the job entails, these hiring criteria might only benefit you in the more senior positions. However, when trying to fill hourly or even entry-level positions, hiring candidates with no industry experience might lead to a better quality hire in the long run. 

When faced with a mountain of resumes, it makes sense to focus on candidates with a proven record in the industry. However, multiple reports, such as this one by Glassdoor, say that this might not always be the case. You might actually end up missing out on the ideal applicants. Below, we discuss five important reasons why you should pick potential over experience:

5 Reasons to Hire Applicants With No Industry Experience

1. They Are Adaptable: Newbies are moldable, unlike someone who has done the same tasks and solved the same issues in a different organization. An experienced person will not question or examine strategies, status quos, or processes with fresh eyes. They tend to be cookie-cutters who follow the same standard procedure that they’ve always used.

Currently, all industries are facing uncertainty. There has never been a time when organizations needed change or coping skills as much as they do now. Unfortunately, an employee who has spent a significant amount of time fixated on the same role, facing similar challenges and using the same thought process to come to solutions, will need intense training to re-imagine or rethink a task. Choosing to bring new and unexplored talent — people who have yet to develop habits and routine practices — will present you with employees who respond positively to changes, adapt seamlessly to new company culture, and seek new solutions and opportunities.

2. They Bring Fresh Talent and Perspectives: While experience is valuable, companies are now more focused on diversifying their culture and hiring employees with a wide range of skills. Culture is ever-changing, and the younger generation is at the forefront of it. Hiring fresh talent will introduce new ideas and perspectives that align with the current market trends and expectations. People who’ve done the same or similar jobs over and over tend to fall into a mental rut. Similarly, your interviews will be more enlightening and exciting. Not only will you grow in the process of hiring newcomers in your industry, but you might land the brilliant, energetic employee you always wished for.

3. They Are Passionate: When you’re accustomed to the same routine and job, your curiosity tends to dip. Taking a chance on someone without experience and training them can help motivate them to remain passionate and loyal to your organization. New employees without experience are usually eager to learn and impress if only to affirm your decision in hiring them. Experienced employees will probably tell you how they will accomplish the job in the same guaranteed approach, without expressing interest in learning what makes your company unique. Candidates who have been in the industry for years sometimes tend to be the least creative, especially if you’re looking for someone who can rethink and improve upon an idea or a function.

On the other hand, an entirely new candidate in your industry has innate curiosity, positivity, and passion. Along with the feeling of accomplishment, these traits will rub off on other employees, which might end up positively impacting your organization’s productivity.

4. They’re the Future: Bringing in a new candidate with no prior experience, while challenging, can help foster innovative ideas. You get the opportunity to train them to fill the role the way you want it to be. Additionally, watching your new hire transform right before your eyes into a full-fledged professional is both rewarding and inspiring.

5. They Bring Diversity: Diversity and inclusion are vital in any organization. A diverse workplace yields higher revenue growth as well as increased employee retention. A diverse team improves morale and allows for exchanging ideas from different demographics, leading to out-of-the-box solutions.

Find the Right Applicant With the Right Recruitment Solution

A woman on a laptop hiring applicants with no industry experienceHiring young talent is not only refreshing to your organization, but it’s also an opportunity for growth and better ideas. You will develop a positive company culture of inclusion, challenge your thinking, and open pathways to innovative ideas, which might be the best thing you ever do.

This hiring process can be difficult, but not with Sprockets. To ensure you hire the right candidate, Sprockets offers personality tests for the interview process to ensure you find the right candidate. Our sophisticated solution combines technology and psychology to find applicants with a similar mental makeup as your current top-performing employees, ultimately reducing costly turnover. Schedule a brief demo today to see it in action!

A team of restaurant employees talking about the importance of recruiting for personality

The Importance of Recruiting for Personality: Everything You Need to Know

The Importance of Recruiting for Personality: Everything You Need to Know 1016 528 Sprockets

What matters more to you when hiring: the applicants’ personality or the skills in their CVs? A study revealed that 78% of professionals from various industries agreed that personality is the most crucial factor when hiring. These employers cited the initial skillset as the least important factor. Many employers want to find people who will mesh well with their values and cultures.

Why Should You Recruit for Personality?

According to Leadership IQ’s study that involved about 20,000 companies, 46% of new employees quit their jobs or fail within one and a half years. Also, a whopping 89% of those failures were due to attitudinal reasons. You can imagine the cost these companies incurred due to high employee turnover. So, assessing your applicants’ personality rewards you with the following benefits:

1. Boost Employee Engagement: If a person’s preferences and interests fit a job, they’ll keep them engaged over a long period in the workplace. As an employer, you’ll want to know your potential employee’s engagement level in the job. People who enjoy doing their tasks are more likely to derive satisfaction from their jobs. Consequently, they’ll gladly welcome opportunities for growth and development in their careers. As such, expect improved on-the-job performance, which will boost the overall success of your business. 

Your business needs people that will freely share ideas and forge robust cooperation. However, it’s nearly impossible to determine if a potential employee can interact positively with your customers and other employees before hiring them. That’s where an employee personality assessment becomes useful. You can determine an applicants’ social skills with a quick personality test.

2. Increase Employee Success and Job Performance: Pre-employment personality assessments can give you powerful insights into a candidate’s future success at the workplace. If you’re looking for employees that will post stellar performance in your business, the assessments will help you identify desirable personality traits.

These traits include professionalism, high energy, confidence, self-monitoring, empathy, etc. You can rest assured you’ll reduce your employee turnover by recruiting for traits such as these. Your workforce will tend to stay positive in their jobs and improve performance.

3. Reduce the Cost of Bad Hires: You win some and lose some, but it’s expensive to hire badly. So, strive to hire more people with the right personality. While a typical profit-and-loss spreadsheet will never reveal bad hires, evidence shows that low employee retention is among the factors that hurt corporate profitability. According to research, a company can incur 50% to 400% of an employee’s annual salary if that employee leaves. 

What Are Some of the Crucial Personality Traits to Look for in a Candidate?

When arming yourself with personality tests for your applicants, be sure you identify all the ideal traits that fit the target positions. Here are the most common qualities to test:

  • Professionalism: This trait includes a person’s attitude, behavior, and conduct in a business or work environment. You want people who conduct their jobs in a way that preserves and even boosts your company’s image.
  • High energy: An employee with high motivation will work their tail off to bring maximum value to your business. They’re usually highly engaged, proactive, energized, driven, focused, and coachable.
  • Confidence: Having technical skills is one thing, but demonstrating confidence in your skills to solve an issue is another thing. Does your candidate believe in themselves and their ability to serve clients, interact with other employees, and push your business forward?
  • Self-monitoring: Don’t hire a person that will laze around and scamper to their duties when they see you or their superior. Go for those who value the company’s time, know how to use their skills for particular tasks, and self-monitor their improvement. Such breeds don’t need high levels of supervision. 
  • Team-player: While one person can move quickly, your company requires team players if you’re looking to grow. Employees who easily collaborate among themselves will brainstorm on ideas, solve problems together, and support each other for common goals.
  • Empathy: A highly empathetic personality strives to cultivate curiosity about strangers, discover commonalities, listen well, and try to understand another person’s situation. They also have ambitious imaginations. Hire empathetic people to wow your clients, surrounding community, fellow employees, suppliers, and other stakeholders. 

How Personality Assessments Can Help Pin-Point the Right Candidates

Employee personality tests aim to determine attitudinal and other traits. Most modern tests, like Sprockets’, employ a combination of psychology and technology to identify red flags. Forward-thinking companies understand the importance of hiring for personality and embrace these psychology-backed assessments. They’ve realized that relying on gut-feelings and CVs alone can only take them so far.

The icing on the cake is that you can get the testing done within just a few minutes using a desktop or mobile device. You can then use the results to assess how applicants will fit with your business culture. With these personality assessment tests, you’ll get all sorts of relevant information concerning your applicants, like their:

  • Level of emotional intelligence
  • Work ethic
  • Reliability
  • Score in terms of the big five personality dimensions: extraversion, conscientiousness, neuroticism, openness, and agreeableness

Would you like to customize the tests to meet your specific wants and needs? These psychology assessments can handle that too. 

Hire the Right Fit With Sprockets!

A woman showing a laptop screen of the Sprockets hiring platformThere’s more to hiring the perfect candidate than experience and skills. Hiring someone with the right personality is crucial to the company’s success. While skills can be taught, having the right attitude, passion, and eagerness for a field cannot. Focusing on the candidate’s personality is vital to ensure a healthy work culture and employee engagement amongst team members. The wrong personality and attitude issues can impair workplace morale, draining your energy, resources, and time. Eventually, negative traits can drive away your hard-earned customers and top performers. 

Do you find it hard hiring the right fit for your business work culture? At Sprockets, pinpointing the perfect match is our business. Request a demo now and see how we can bring value to your business. 

A veteran in uniform

Job Boards to Attract Veterans

Job Boards to Attract Veterans 2048 1396 Sprockets

Members of the military are hard-working, driven individuals. However, they can face challenges when returning to civilian life. One problem military members face while applying for civilian jobs is the gap between military language and the verbiage of job descriptions. It’s important to remember that while the language used to describe experience may be different, the job had the same key elements. In addition, they are likely to share the same characteristics needed to succeed in a role as their civilian counterparts. For example, a military nurse could transition to the same position in a hospital, doctor’s office, or become a home health nurse. Don’t shy away from hiring military personnel! Expand your reach to qualified applicants with these tips and job boards to attract veterans. 


Make it Known You Want to Hire Veterans

Does your business have social media channels or an email list? Use these avenues to express your gratitude for service members and your aptitude to hire them. Social channels are a great form of free advertising for open positions. Even if you have a small following, a post that gets reshared or promoted could reach the right person!


Go Where the Veterans Are

When you recruit any specific group, it’s important to know where they are. If you’re hiring recent graduates, you’d want to attend college career fairs. For veterans, consider partnering with local veterans’ organizations to distribute materials or attend career fairs.


Job Boards


Run by the U.S. Department of Veterans Affairs, offers a free platform to share job openings with veterans.



Offering job posting packages and career fairs, begins their pricing at $99. 



Primarily a news source, offers a job board and career fairs for veterans. Participation begins at $95.



A free website for posting jobs, is a self-service platform for posting jobs directed at veterans.



Boasting over one million job seeker accounts, connects veterans with companies seeking to employ them. However, this job board is the priciest, with fees starting at $299.


  • Hire Heroes USA

A paid site for attracting veterans, Hire Heroes USA aims to connect veterans with companies who are willing to support their transition into the civilian workforce.


These job boards vary from allowing free job posts up to $200+ for job posts. Select job boards mentioned above also offer virtual career fairs, training for human resources professionals on hiring veterans, and sponsorship opportunities. Additionally, these job boards are often advertised to military spouses as well. 


Overall, making the effort to advertise open positions to veterans and their spouses is worth it. Using select job boards to attract veterans to your company is a great way to increase your talent pool with hard-working individuals.

A woman being filmed to create a video for recruiting applicants

How to Create a Video for Recruiting Applicants

How to Create a Video for Recruiting Applicants 1200 600 Sprockets

Using video for recruiting applicants is an effective way to increase your applicant flow. However, in order for using video in recruiting, the contents of the video must be compelling and authentic. Use the tips below to create your recruiting video. Note that you may benefit from creating a generic company video and segmented videos for roles which you often hire.

#1 Be Authentic

Show off your real employees, not actors. You will be able to more accurately portray what people are like who work at your company and their real stories about why they like working for you. The video may also consist of an office/location tour.

#2 Have Good Video & Audio Quality

While you may not be an expert at video creation, what matters most is that people are able to clearly see and hear your message. You will want to record the video in a controlled environment when employees are speaking so that they are easy to understand. If you want to do a tour of the business, use that footage as background footage to an overview of the company narrative.

Tip #3 Be Concise

There’s no point in creating a beautiful masterpiece of a video if no one will watch it. Studies show that applicants don’t watch more than 1 ½ minutes in a marketing type video. Be sure to keep your video for recruiting applicants between 1-3 minutes to ensure your message effectively gets across while continuing to be watched.

Tip #4 Show Off Company Benefits

Does the company offer education assistance? How about 401k matching? Be sure to emphasize these benefits in your recruitment video. Not only are you trying to attract applicants, but you need them to be truly interested in the job.

Tip #5 Include a Call to Action

Your video should include a clear call to action that mimics the purpose of the video. A popular call to action for a recruiting video may be “Apply Now!”. This should be followed by where and how to apply. Whether they should apply directly on your website, emailing their resume to a recruiter, or text-to-apply, be clear.

When it comes to creating your video, you don’t need to be an expert in order to create effective materials. In fact, there are a few free and easy editing programs available to beginners. Check out a few good options below.

Free and Easy Video Editing Programs

For Mac users: iMovie
For Windows users: VSDC


Recommended for you: 5 Effective Ways to Use Video for Recruiting

Someone holding a phone and using video for recruitment

5 Effective Ways to Use Video for Recruiting

5 Effective Ways to Use Video for Recruiting 1200 600 Sprockets

We know that video captures the attention of target audiences over other forms of communication like text and images. In terms of recruiting, this translates to a 34% increase in application rate for job postings with video. With this kind of impact on drawing in audiences, their effectiveness also translates into attracting applicants to a company. For this reason, more companies should utilize video for recruiting new applicants and engaging their community! Let’s explore a few ways that video can be used for recruiting.


How to Utilize Video for Recruiting

#1 Show Off Company Culture

Using video allows you to showcase your company culture more than you ever could within a few lines of text. You can show what the work space looks like, what the daily activities entail, banter between coworkers, and even the company’s values.


#2 Social Media Outreach

How many followers does your company have on social media? Posting a job opening accompanied by a video showcasing your company is key to attracting applicants! In fact, videos generate 12x more shares than text and images combined. Once you take the time to create a video, be sure to spread it across all of your social channels for your audience to see!


#3 Insert in Job Ads

Whether you post jobs to Indeed, Monster, Snag, or Facebook, inserting a video/video link in your job ad is an effective way to promote your company. Remember, applicants aren’t the only ones who need to be impressive. When many companies are vying for the same applicants, you can make yours stand out with a video showcasing your company! Be sure to show off the fun parts of the business and perks to draw applicants in.


How to Make an Effective Video for Recruiting

In order for your video distribution to be effective, it’s important to make the contents of the video be attention-worthy. Use the guidelines below to create a video for recruiting applicants to your company.


#1 Make it Short and Sweet

While videos can captivate viewers more than text and images, it still needs to remain brief. Studies show that the average applicant spends 1 minute and 36 seconds viewing recruitment videos. Your recruitment video should contain enough information to draw an applicant in while remaining under three minutes.


#2 Keep it Casual

Applicants want to see a real view of the company where they are applying to work. Give them a real view with conversations with current employees, a look at the day to day operations, and a brief overview of why people love to work for you.


#3 Have a Call to Action

What is the purpose of the video? To get people to apply to your open position(s)! Be sure to verbally say/show this statement in the video. You will also want to include where and how to apply; whether that may be on Indeed, your company website, or text-to-apply.

Overall, using video to attract applicants to your company is an effective strategy to build your talent pipeline. Crafting a video that showcases your company and effectively promoting it can drastically increase your number of great applicants.


Check out a few of our favorite recruiting videos.

Starbucks & Quirky


Applicant Sourcing: Re-Engage Past Talent Pool

Applicant Sourcing: Re-Engage Past Talent Pool 150 150 Sprockets

Sourcing applicants when you have a job opening can seem like a big hurdle. However, by using multiple tactics to bring in applicants, you increase your likelihood of not only expanding your applicant pool, but finding the perfect person for your business. One commonly overlooked tactic is re-engaging your past applicant pool. For example, if you have had the same job opening posted for over one year, what are the chances that you missed a great applicant when you only hired one person at a time? Either you had to reject the runner-up at the time or an applicant didn’t have the experience you wanted or their initial interview simply didn’t go well. These factors do not mean these are not still good applicants now.  Learn why it is worth it to give this pool of applicants another chance. 


Why to Re-Engage Past Applicants

The Hiring Process is Faster

Your past applicant pool is just sitting in your job board or ATS. That means you do not have to wait for new applicants to come in when you post a job. By reaching out to past applicants with an initial email and follow-up phone call to those who respond, you drastically cut down your time to hire.


It Saves You Time and Money

How much does it cost you to post and sponsor a job opening on Indeed? How much time do you spend corresponding with all of the new applicants and sorting through them? Imagine getting to bypass that step by simply re-engaging past candidates – it does not cost you a thing! You have already spent the money to get them into your database, take advantage of it.



They are More Likely to Say Yes

Past applicants are more likely to say yes to a job with your company than the potential applicants you are trying to recruit. They are familiar with your business and have already shown you that they are interested in a job with your business.



Passive Recruits are Overlooked

Many hiring managers are skeptical of re-engaging with past applicants, thinking they already have a new job and could not possibly still be looking. However, the majority of the hourly workforce is open to or seeking a second job! While they may not be looking for as many hours as if working for your business was their main job, they may still be interested in working a few extra hours per week.



How to Re-Engage Past Applicants

In order to be in a good place to re-engage your past applicant pool, it is important to have the procedures in place that will make these applicants want to re-engage with you. This comes with treating all applicants the same during the application process – even if they are rejected. Let’s take a look into what that means.


Be Respectful

While you are sifting through applicants as they come in, it is important to treat them all with respect. How upset do you get when a candidate simply ghosts you by not responding or is a no-show to an interview? Candidates that have put in the time to fill out your application can feel the same way when they apply to a job and never get any type of response. 

It is important to keep in contact with candidates, whether it’s letting them know that you have already selected another applicant, inviting someone for an interview, or that you want to hire them. For all of the applicants that you reject, it is important to let them know that you appreciate them taking the time to apply and that you will keep their application on file for future openings. This is an important message to keep in mind because even if they are not currently a good match for your business, they might be in the future.



Be Honest

If someone doesn’t have the qualifications or experience needed at the point in time in which they originally applied, be honest with them. Let them know what you are seeking in a candidate and encourage them to reapply if their situation changes. 


Contacting Past Applicants

Once you have decided to re-engage past applicants it is important to get your messaging right. They may have forgotten they once applied at your business or may be confused by an out-of-the-blue message. Include these basics when writing to re-engage past applicants or simply modify our template below.

  • Establish the business name and location
  • Name the open position(s)
  • Remind them they once applied
  • Clearly state why you are reaching out
Subject Line: Job Opening at [Business Name]

Hi [ First Name],

Thank you for taking the time to apply at [Business Name] of [Location]. We are once again hiring for [position name(s) and thought you might be interested. As a reminder, the [business hours/shift times] are [list business hours/common shifts available]. 

If you are still interested, simply respond to this email with three times you are available for a phone call.

Have a great day and I hope to hear from you soon.


[Hiring Manager/Business Owner Name]


Sprockets for Sourcing

If you have decided to move forward with re-engaging your past applicants, congratulations! It is a great idea to look back into your past applicants to find the hidden gems. While this does still take some time and effort, utilizing Sprockets can help! Sprockets’ easy-to-read applicant scoring shows you which applicants are a good match for your business based on how they compare to your best employees. All of this is done with a mobile-friendly, short survey that can be included in emails to applicants. Learn more about Sprockets’ hiring solution for franchisees.

Talent Talk: Recruiting in a Tight Labor Market with Katy Ditchfield

Talent Talk: Recruiting in a Tight Labor Market with Katy Ditchfield Sprockets

Check out our fourth podcast episode of Talent Talk with our guest, Katy Ditchfield who discusses the challenges and solutions she has seen come to light while trying to recruit and hire in a tight labor market. Katy is the head of HR at Equiscript, which improves people’s access to healthcare.


Chad | Sprockets:
Hi, good afternoon and welcome to another episode of Talent Talk. My name is Chad Troutman, the Chief Marketing Officer here at Sprockets. And with me today, I have Katy Ditchfield from Equiscript. She is the Head of HR there and we’ll be talking to us about how to recruit and hire employees in a tight job market, which we most certainly are in. Before we dive into that topic, I’d like Katie to tell us a little bit more about herself and her career thus far.

Katy | Equiscript:
Sure. So I actually did not start out in HR, but kind of moved to it organically. I was working for a company and just started telling people and friends about it because I liked it so much and the culture was great and then a position opened up in HR and, um, it was a natural transition for me and I really do feel like it is where I belong. Um, it’s a good match for my personality and skill set.

Chad | Sprockets:
Perfect. Perfect. Um, so that Johnson & Johnson. With Equiscript, what does the day to day look like for you now?

Katy | Equiscript:
Definitely. So we are a cause-based company. Our cause is to improve access to health care in the communities we serve. And that’s a very rewarding position in of itself. Um, we do rewarding work and it’s exciting. We say it’s a win, win, win. Uh, we are a win for the patients because we provide pharmacy solutions to them. One for the health care community centers that we partner with because we actually give money back to the community health centers and then a win for us because it’s an opportunity for us to make money servicing the patients and the communities.

Chad | Sprockets:
That’s perfect. And that is, it was a great business to be a part of, and I know that’s what so many people are seeking out that are job seekers, even in the tight markets, places where they feel fulfilled and they can believe in the mission.

Katy | Equiscript:
For every new patient we serve, we give $2 back to Oneworld Health, which is a nonprofit that we support. And we’ve been able to give more than $10,000 over the last three years in a row. So it is, we’re rewarding our employees and some of our providers go on a mission trip to either Nicaragua or Costa Rica. Um, and, you know, it’s exciting to be able to expand access to those communities as well.

Chad | Sprockets:
That’s great. That sounds like a good place to be for sure. Um, now with that though, thinking about the topic today, what barriers are you seeing that people are facing when trying to hire folks in a tight job market or just in general, what are some of the struggles that you’re seeing? And then we can get into a little bit more about how we’re combating those struggles. I know that we’re like 3.9% unemployment. I’ve heard a lot about this, we actually had a previous episode with a Katherine from Visiture talking about she’s doubling down on offers, trying to get people to come and work for them. So it’s very tough even for the tech sector that’s so popular.

Katy | Equiscript:
Um, definitely, it’s not easy. I would say one of the challenges for Equiscript is we hire hard and because we hire hard, our hiring process takes longer than, you know, a typical hiring process. We do assessments and we do reference checks and, you know, we do a thorough recruitment process and there’s many steps and sometimes people get job offers in that process and that can be frustrating because we’re not able to move quick enough due to scheduling or the assessment or reference checks and things like that. So that can certainly be a challenge for us, anytime, but especially in a tight market where people are getting other offers quicker.

Chad | Sprockets:
Yeah, that’s gotta be difficult because you want to hire carefully and make sure you get the right person, but it kind of stings to lose out on them just because it’s taking a little bit of time to go through the due diligence, if you will, that you should take. Have you given any thought to or has it even been a problem? Has it held you guys back from like having roles open too long?

Katy | Equiscript:
I mean, it is a challenge. We have, um, eight spots in one department right now that we would love to fill, but we also don’t want to make sacrifices and fill them with the wrong people. So, um, you know, we definitely are behind in hiring, but we’ve hired almost 50 people this year so far. So we are, we’re hiring a lot of people. But we would like to hire some more.

Chad | Sprockets:
Have you seen a reduction in the number of people that actually apply for jobs?

Katy | Equiscript:
Yes, specifically in the bilingual space. Um, we are having a hard time getting applicants. That is a challenge for us. So we provide prescription services to a lot of Spanish speaking patients and that’s something that’s been a challenge for us. We also like to hire pharmacy techs and if we do searches on LinkedIn and Indeed, the same three people will come up and we’ve already interviewed them several times. So that is a challenge for us. Finding people. We’ve actually started training people and giving them the Pharm Tech certification on the job to kind of combat that. Um, but finding bilingual candidates is more challenging for us.

Chad | Sprockets:
That seems like a good approach from the sourcing side. We’ve heard this from a lot of our clients as well. Uh, especially in the hourly worker space. Depending on Metro, we’ve got some that they, they get like 300 applicants a week. Some they’re getting three per job sort of thing and are struggling to get that. So just, it’s really maybe market dependent or location dependent more than anything else. But with that, the on the job training part is an interesting way to combat everything. It’s like, let’s get a candidate that maybe doesn’t check all of the hard skill boxes now and get them trained up on the job. But we have that person and we’re investing in them now. So I’m in, you guys are seeing good results from that I’d take it?

Katy | Equiscript:
We have, we are in our second class right now of pharmacy tech students that are employees of Equiscript. We just started it this year.

Chad | Sprockets:
On the bilingual side. Are you considering anything to actually do courses on that side as well? Uh, or is that it? Maybe a little bit more of a taller task.

Katy | Equiscript:
You know, we thought about doing some of the language, um, things as an extracurricular activity. I can’t think of the name of it. What’s it called? The technology.

Chad | Sprockets:
Rosetta Stone.

Katy | Equiscript:
Um, so we thought about doing Rosetta Stone, but we really felt like people, um, that are bilingual or Spanish speaking, they need to have it as something they’re fluent in because they’re going to be speaking about pharmacy or drug names and things like that. And they, they can be hard for an English person or English speaking person to pronounce. So, um, we found that it’s more effective with people that have experienced speaking in Spanish, but we do think it’s, um, beneficial to bring on some of that just for the culture of the company and teach people how a script works. A basic script about how to contact someone that speaks Spanish. So let me put you on hold and put you in touch with someone that speaks Spanish, some basic Spanish. Um, but as far as fluency goes, that’s probably more of a challenge.

Chad | Sprockets:
Yeah, makes sense. Especially on that script side, you wouldn’t want anything lost in translation, I would imagine when it’s coming to how drugs mix and things.

Katy | Equiscript:
And we have contracts with our health care providers in our pharmacies. And so we have to use specific language. So we do have some scripts that we use that are in Spanish, but teaching people Spanish in general is something that we haven’t gotten to yet.

Chad | Sprockets:
Okay. So then, we haven’t had a lot of our clients, you know, talking about bilingual workers as much, but that’s also not the space that we’re playing in, but I would be interested in knowing, is it the same sourcing as every other candidate or are you going to different places to source bilingual candidates?

Katy | Equiscript:
I mean, we’re getting into the nitty gritty and we have an office that we just opened in Salt Lake City and we’re trying to hire a lot of Spanish speaking people there. And we are connecting with the Hispanic Chamber of Commerce and, um, you know, even going to churches and, uh, that have Spanish mass and you know, um, advertising in their church programs, uh, you know, everything we can think of to get bilingual applicants. We’re ready for them.

Chad | Sprockets:
That is one thing that I have not heard yet when it comes to recruiting – is being in the church bulletin. Yeah. But that makes a lot of good sense. You know, as the marketing adage goes, fish where the fish are, and that makes a lot of sense to me. So that’s good advice for anybody that’s listening that needs to recruit bilingual individuals? So then, on the hiring side, you talked about y’alls processes, you’re looking at more hard skills, so it takes a lot of, you know, it takes a long time to go through that. What are the folks at, and I hate to phrase it this way, but I guess this is kind of the case though, the ones that you’re losing candidates to, are they doing anything different? Have they sped up their process or they’re cutting things out? Are they doing different tactics? Like what or what have you seen or heard?

Katy | Equiscript:
Really, I would say in Salt Lake City specifically, they’re not used to doing assessments. Candidates are like, oh, I’m not a rocket scientist. Why do you want me to do this? Like, you know, that kind of thing. Um, so it’s a different culture there specifically. Um, and so we, we change our process a little bit instead of giving people an assessment right after a phone interview or bringing men to let them get a feel for our culture and want to be a part of the company before sending them the assessment. So it puts more work on us. We’re seeing more candidates before they get that assessment, but it’s getting more people to take the assessment.

Chad | Sprockets:
Yea, that makes sense. I mean, before making them do more work, kind of have them bought in and make sure that they want to want to do things so that, that flipping the process makes sense to me. Just thinking in the HR community in general and outside of like Equiscript, I’m gonna throw some scenarios at you then you, I know you might not have been in and I’ll help guide along the way. Cause I most certainly have been in, I’m thinking about like the restaurant space and hospitality and retail and things like that because a lot of our workforce is most certainly on the medical side and a large percentage of our workforce is in that retail and hospitality and all that. Uh, and those folks are really having a major sourcing issue in terms of getting anybody to apply. Like there’s so many jobs on the marketplace. So, uh, it would be fun to, uh, you know, Kinda talk about what are some kind of like your church bulletin scenario, what are some creative ways that retail and hospitality might be able to attract candidates their way? Um, so again, I know it’s going to bring you out your comfort zone for a second, but what are you thinking there?

Katy | Equiscript:
Um, you know, providing good benefits. I think people really want benefits. Um, one of the things Equiscript has is we have an open PTO plan, which is something that a lot of people are attracted to. I think a lot of people in the hospitality and retail space probably don’t get the benefits that people in corporate America do. So I think being an employer of choice by being generous and putting the employees’ work life balance first and foremost would be good. Staff flexibility and scheduling. You know, when I go to the grocery store I hear the cashier complain about how she has to work at night and during the weekends and things like that. So if you could work on scheduling things like that to help make that employee’s life more fulfilled.

Chad | Sprockets:
Yeah and I 100% can agree with that. Scheduling on all sides in that industry is big. Like, you know, cause there are, there are shifts that are better if you’re a server. Right? I’m like, yes, I’d like to work Friday night and Saturday night and now do I wish I could go do something else. Sure. But I like the tips on those nights. I’m going to turn a lot more tables. Uh, is there any, just if you were to leave folks with one piece of advice, like, Hey, if you’re dealing with this tight job market on the recruiting side and on this hiring side, here’s some things to be thinking about that might, might make life a little easier on you.

Katy | Equiscript:
As far as recruitment goes, I think having a good brand and a good Glassdoor rating, I’m doing some of these best places to work surveys and things like that. So you stand out as an employer of choice. Um, I also think it’s really important to do your due diligence when you’re hiring and not just, um, make a bad hire because the cost of a bad hire increases your turnover, reduces your culture, and it really does impact the ability of you to be able to recruit new talent and keep the talent that you have. So, um, I think it’s a balance.

Chad | Sprockets:
Yeah, I definitely agree there in a couple of things that I heard that, uh, you know, would want to put out there, it’s like talking about glass door. Um, from a marketing standpoint, some of the advice that I would give a, you know, thinking about brand and Glassdoor being that outward brand for you outside of just your core brands. We do this in marketing all the time, is ask our customers for reviews. I know I, I have never been asked any company that’s been with while I’m there and being a successful employee to go to glass door and actually fill out something. So yeah, just making that ask of your employees is a good thing. Like, Hey, if you would, I would appreciate if you’d go to Glassdoor and give us a review instead of waiting until somebody has been let go. And then those, those are, you know, there’s plenty of people that leave on their own.

Chad | Sprockets:
But then there are a lot of folks that, you know, as I say, the people that leave reviews are typically the ones that are disgruntled, uh, be it on Yelp, be it on glass door, that kind of stuff. So there’s some there. And then on the, the, the hiring side, uh, the hiring managers, I love when folks come on and tell us to be choosy. Um, and not to compromise things. Cause that’s what I believe the, the, the turnover side of things, you can either choose to throw a body at something or you can throw the right body at it and they stay there longer. So, uh, I think the, the, the advice is spot on Katie, and, uh, I know that I appreciate it and I appreciate, uh, a lot of the expertise that you brought to the podcast today. Uh, with that said, uh, we’ll conclude our silent talk episode for today and we’ll be back with you shortly with another episode from another, a knowledgeable person just like Katie here, but until then, take care.

A woman on a laptop, recruiting to build a strong team

How to Build a Strong Team

How to Build a Strong Team 2048 1365 Sprockets

Building a strong, productive team comes from a good foundation, hiring people who fit the culture and a focus on retaining employees. It pays to invest the time into building strong teams. A top multi-unit franchise operator, Mitra QSR, recognizes that, their teams are only as strong as the weakest member. Keep in mind the suggestions below in order to build a strong team all the way around.


Focus on People

It’s worth the extra time and money to find and hire an employee who stays around long term and positively contributes to the company. A revolving door of bodies who just show up to work and clock out is costly. These employees are less productive and the time and money it takes to replace an employee is more. Take a step back during your hiring process to understand each person interviewing in order to determine if they share the same characteristics as your best employees. 


Value Each Role

Everyone should feel like their role makes an impact on the company. By setting clear guidelines about what is expected of each employee and how their actions contribute to the bottom line, you give them a goal to work towards. When each person is on the same page about their expectations and are given feedback, employees feel valued and work harder.



It’s important to keep open communication in the workplace. If some employees get bites of information that others don’t, it makes them feel undervalued. By keeping a level of transparency with all employees, it ensures they feel valued and appreciated. 

It’s also beneficial to have quick, weekly check-ins in order to keep an open line of communication. During this time, discuss what they like about their position, what they would like to be doing and any scheduling preferences that can be addressed. Establishing an open line of communication increases the likelihood of finding out when issues with other staff members need to be dealt with.


Set Up Goals

From their first day to the last day of work, it’s important to create goals and the accompanying plans to achieve them for each employee. Common goals may include special training, career stepping stones and assisting in hitting store financial objectives. By creating goals for each employee, you give them a purpose for work and a reason to stick around. For example, if you set a goal to become a shift manager within their first six months of work and tell them what is needed to achieve that, they are more likely to stick around and work harder to achieve that goal (and it’s pay raise).



When teammates meet their goals or when the store achieves financial objectives, consider celebrating as a team. This is a prime time to bring people together and creating high-functioning, collaborative teams. Also, when a specific person receives great feedback from a customer, give them a shout out in front of the other employees. This creates a sense of pride and gives others something to work towards through positive reinforcement.


Overall, working to build a strong team lifts up all team members and positively impacts the bottom line. To hire the right team members who will add to your team, learn how Sprockets’ pre-hire assessments can help.

Stop Doing These Actions to Get Better Candidates

Stop Doing These Actions to Get Better Candidates Sprockets

A company is only as good as the employees in that company. However, every business owner will go through a struggle to find great candidates to hire. It can take a long time to discover our mistakes, so learn some of the common hiring mistakes before you make them to save yourself the headache. 


Failing to check previous employers and references

The truth is that people can say whatever they want to during their interview. You can ask them what their previous employer would say about them, but why ask them when you can ask their previous employer? Take the time to call their last boss and ask them about their performance and their attendance. You may discover that a seemingly great candidate does not have the dedication to their job that they claim to have. This can help you from hiring someone who won’t be at their new job either. Make sure to call references, too! References should only be work related associates- not friends. 


Looking in the same places over and over again

Imagine that you’re single and looking for the love of your life. To find your future mate, you decide to download one dating app. You meet people on the app, but every date is horrible. It might be time to try another way of meeting people or at least try a different app, right? This same principle can be applied to hiring top talent. If you usually post job openings on one site, it might be time to try another site or even find another way to reach out to people. There are a number of ways to find employees, so use them! 


Not vetting the candidates before meeting them

It’s important to talk to potential employees before inviting them in to get a sense of how they will fit into the company. It’s important to go through the schedule and pay as well as the daily responsibilities. If the candidate can’t accommodate the schedule or needs to be paid more, you can end the conversation right there on the phone before you waste your time with an in-person interview. In-person interviews should only take place with people who are able to fill the role you need. 


Hiring someone simply because you like them

You and the other people in your company will have to work with the person you hire every day for the foreseeable future. It’s important to like their personality. However, you can’t hire someone based on their personality alone. A winning personality is a huge plus, but the candidate must also have the experience necessary to preform their job well. Remember to keep your personal feelings about the potential employee apart from their qualifications.


Not firing people who aren’t working

Sometimes you might make a bad decision when it comes to who you hire. It can be difficult to admit this. However, when you do make this mistake it’s important to admit it and cut ties with the employee before it becomes a bigger problem. This is not to say that people shouldn’t have a grace period when they start a new job. It can take time to learn things. However, you should have clear metrics at where a person should be after a month, two months, and three months. Most top performers will be able to hit these metrics quickly. If the employee doesn’t meet the metrics over and over again, it might be best to let them take their talents somewhere else. 


Avoid nepotism

When you have an opening in your company, friends and relatives might start to approach you for a job. In many cases, the person looking for a job doesn’t have a job for a reason. It’s important to explain to your loved ones that you cannot hire someone simply because they want you to do them a favor. If someone you know does apply for the position, it’s important to treat them the same as any other candidate. If someone else with their qualifications would not pass the hiring process, your friend should be turned down, too. In many cases, you can even get in trouble for hiring someone you know. Be careful. 


Not asking for a second opinion  

Perspective is an amazing thing. Two people can look at the same painting for ten minutes and see two completely different things. The same can happen when you look at a potential employee. Get a second opinion to ensure that you aren’t missing something when you look at the person. It’s a good idea to require a second approval before offering someone a position. If one of the two people in the interview isn’t crazy about the candidate, you should go with someone else. 


Not selling the company

Imagine finding the perfect candidate. They have plenty of experience, that have a proven track record of success and responsibility, and they fit in great with the other people on the team. Now imagine that this person went with another offer. It’s a shame, but it does happen. When you do find a good candidate, it’s important to sell the company as they are selling themselves in the interview. You don’t want to miss out on the perfect employee because you didn’t tell them about the amazing benefit package that comes with the job. 


Over selling the company

While you want to sell the company, it’s important not to oversell the position. Be clear about pay and responsibilities. If you aren’t upfront, you may hire someone on who then decides to leave after they find the truth. This is a waste of time and money. Be clear in the beginning about something that might cause people to seek employment elsewhere so you don’t waste the resources getting them trained.  

If you want to succeed, you need people who want to succeed with you. Look for the people who share your passion and also have the qualifications necessary to be successful in the position. To find that person, avoid making these common hiring mistakes. Plus, learn how Sprockets can help you determine which of your applicants is the best fit for your company.

Top 4 Benefits of Using AI for Recruiting

Top 4 Benefits of Using AI for Recruiting Sprockets

We live in a world where artificial intelligence (AI) is applied in almost everything, including the process of recruitment. The use of AI for recruiting is only growing.

In our space, the key is to build lasting relationships. When you’re successful at establishing true relationships with applicants, you can make them look forward to your company’s goals and values. In turn, your new hires will become more invested in the company..

However, not all companies are successful in this endeavor.

The process of looking for new people, including establishing connections and retaining them is quite complex. Most companies receive a lot of resumes regularly, in addition to cover letters and recommendations. It can be quite difficult to determine which applicant is suitable for your office environment.

And with the fact that one bad hire can cost your company a staggering $50,000 or more, it’s imperative that you hire the right kind of people.

But imagine this: a technological advancement that allows you to assess people before they’re hired and predicts the success rates of applicants. It’s too good to be true, isn’t it?

But let me tell you this right now: in this day and age, artificial intelligence exists, and it can be used to make the hiring assessments and recruitment process much easier and more effective.

Such technology can perform the many functions of recruitment, including the pre-selection process, resume screening, and interview scheduling. When using AI for recruiting, you can spend more time on the most essential aspects of your company, such as building quality relationships with your best employees.

Adding artificial intelligence to the recruitment process will help you attract the right applicants for the job and make better choices on who fits best to vacant positions.


The Role of AI in Recruitment

In recent years, many articles and blogs have discussed AI and its feasibility in the workforce. AI for recruitment took the industry by storm, resulting in numerous HR conferences to tackle this technology’s benefits in the talent industry. Since artificial intelligence technology is one of today’s latest trends, it’s safe to say that we have so many years worth of enjoying what it can do.

Overestimating the capabilities of AI for improving the traditional recruitment process is a challenge. For example, companies can now make time-consuming and complicated tasks faster and simpler by employing virtual assistance. The future of artificial intelligence is so bright because it allows recruiters to complete unified profiles from monolithic data sets, which effectively matches the right skills needed for a vacant position based on the job profiles of the candidates.


How Artificial Intelligence is Changing Recruiting

First off, low-level tasks can be automated. It provides the HR team with more detailed information, reducing operational costs. Besides automating administrative processes, modern recruitment software has many other benefits. Other recruitment software can also allow recruiters to assess a candidate’s performance before getting hired.

Artificial intelligence startups make way for immediate value, altering the business model we are all used to. The process of recruitment is one area that creates value only for a very specific period of time, hiding some specific challenges for many tech firms. While they are used to unstable revenue streams, this model also means that recruiters will choose to pay per position over using the SaaS model.

By employing the workings of artificial intelligence, companies can now target specific elements when the recruiting needs are high. Additionally, using recruitment software can also help generate revenue.


4 Benefits of Using Artificial Intelligence in Recruitment

1. Automating tasks save time

We cannot stress enough how time is extremely valuable for every business, and the same holds true in the hiring assessments and recruiting industry. It’s possible to estimate the candidate’s skills using the many solutions provided by artificial intelligence. Software based on AI technology only needs a few seconds to analyze an incredible load of data and be able to come up with logical results. This, in turn, saves time, money, and resources.


2. Improved hiring quality

The HR department is responsible for selecting the right people out of many applicants. With artificial intelligence, the whole process can be automated and divided into several phases. To evaluate each candidate more effectively, recruiters can focus on collecting more data on each applicant. There are many solutions offered by the technology that help to assess experience and skills using special algorithms.


3. Fair decision-making

Regardless of how competent recruitment professionals are in your team, they can still make biased decisions, both consciously and unconsciously. This has become a common problem in many companies, but luckily, using AI in recruiting can counteract this. Business organizations are given the opportunity to hire only the best applicants that best fit what the available position requires due to the fact that all decisions are made based on the resumes and the information sourced from applicants and in their background checks.


4. Enhanced application of analytics

The recruitment and hiring team can now choose applicants based on their skills. This may seem basic but the analytics can show which specific position will use their full potential. Using this approach will increase productivity in the workplace. At the same time, it can motivate applicants to work on their skills. Additionally, using artificial intelligence recruiting technology has shown to have more accurate results compared to human recruiters.


Applications of Artificial Intelligence in Recruitment

Artificial intelligence has several applications to improve the whole recruitment process. Improvements include targeted advertisements that are shown to the right audience in the right timing. Using artificial intelligence allows for better analysis of users’ online activity by looking into the browsing history of potential candidates. To put it simply, you will have a way to check what your candidates have searched online and what websites are they known to visit. You can even see which of them have checked out your company website, Facebook page, and other social media accounts.

You can also use chatbots to improve more of your services and be able to talk to candidates and applicants. Advanced chatbots will not only hold a conversation, but they can also analyze the response of people using Natural Language Processing. This solution gives you information on whether or not that particular hire has the skills needed by your company. 

You can also make use of virtual assistants to avoid repetitive tasks. These tasks may include posting job ads, choosing candidates, scheduling interviews, and selecting who to hire. This results in a lot of time saved, as well as information saved, so you won’t lose whatever details are necessary for the entire hiring process.


Final Thoughts on AI in Recruiting

No matter how advanced and innovative artificial intelligence is, there are still some people who are reluctant to use it. Some people have questioned whether these machines are better than people, going as far to suggest that artificial intelligence will eventually replace them.

The use of AI in recruiting helps hiring managers and HR professionals, not harms. Artificial intelligence is not competition, but a way to increase the value of jobs done by humans.

Hiring assessments and recruiting technology based on artificial intelligence and are a trend that won’t disappear soon. Eventually, the whole world will realize how new opportunities can be derived out of this technology.