Recruiting

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.

 

People working in a coffee shop

5 Tips for Hiring Your First Employees

5 Tips for Hiring Your First Employees 1920 1080 Sprockets

Whether you just opened a new business or are simply thinking about it, the employees you choose to hire can make or break a business. They interact with customers, are responsible for money and private information, and choose how productive they want to be. Follow these tips for hiring your first employee to set your business up for success.

 

Set Expectations

Before you start a job posting, think about everything you will need an employee to do. This will enable you to create accurate job descriptions for each specific position to attract the right applicants to each job.

For example, a dishwasher position shouldn’t be looked at with face value, but instead look more like below. By doing so, you only attract people who are willing to do the full job mentioned. Otherwise, you are likely to experience more employee turnover.

Dish Washer

  • Maintains cleanliness in cleaning space (sweeping, mopping, wiping down counters)
  • Washes pots and pans by hand in a timely manner
  • Loads and unloads dishwasher as needed
  • Sorts and categorizes dishes, silverware, cooking tools for chef’s use
  • Bus tables when diners are finished
  • Taking out trash

 

Solidify Employee Perks

Having PTO days and employee benefits nailed down before even posting a job ad is important. By having all of the legal documents and handbook information in place, you will be prepared to make a formal offer when you come across a great candidate.

 

Create Employee Standards

When you’re hiring your first employees, you may not know someone is a bad employee until it’s too late (check out how this Applicant Matching System can help). Creating cut off standards for instances of giving warnings or firing someone is important to have in place.

For example, ask yourself these questions:

  • How many absences are acceptable in a three-month span?
  • What will you do if someone doesn’t show up for a shift?
  • How will you handle customer complaints about an employee?

 

Create a Pipeline

One challenge that all business owners face is finding good, qualified applicants. By creating a strong pipeline from the beginning, you will set yourself up for future success. For example, if you are hiring for an array of positions, you may need to set up job postings on different types of job boards and websites. If you hire high school students, consider reaching out to the local high schools to post about jobs.

If you are a brand new business, or new to your area, you may need to create extra awareness to fill your applicant pipeline. Going to community job fairs and sponsoring job postings can be an effective way to create awareness.

 

Develop a Training Program

Developing a training program for new employees is so important. From how to greet customers to reflect your business to the ingredients to go on a burger, every detail is important. By planning out a training program for each position before hiring them, you will be prepared to train them, and have them train others.

 

Did you know?

Only 14% of employees think their company does a great job with onboarding? Yet, the majority of people know whether they will stick with a company within a week of being there. Taking the time to onboard, train, and truly welcome your new employees is so important! The effects on employee engagement, customer satisfaction, and employee retention make creating a plan well worth the time.

 

Plus, learn how Sprockets’ Applicant Matching System helps streamline the hiring process by matching applicants against your current best employees — giving you better hiring and reduced employee turnover costs. And, get tips on quick ways to increase employee engagement once you have your franchise up and running!

 

A woman on a college campus

How Innovative Companies Win at Campus Recruiting

How Innovative Companies Win at Campus Recruiting 2048 1365 Sprockets

Campus recruiting has many advantages for employers in today’s competitive hiring environment. It’s an opportunity to get the best and brightest right out of the gate. You can pay college students lower salaries for entry-level positions although many of them make excellent employees. Students are comfortable with technology, and you don’t have to deal with correcting any bad habits that candidates have learned in other jobs.

A Streamlined Assessment Process

Our assessment process could be compared to behaviorism – it gets results without complicated analyses. We interview your top performers for each position that you’re trying to fill and perform an assessment as if they were job candidates. That allows us to develop a “Success Profile” of what to look for in applicants. We can make highly accurate estimates of who will be a good fit or a bad fit based on real-world data that are specific to your company. Our turnover rates for recommended hires an average of 10 percent or less. Other assessment companies have turnover rates near 50 percent.

Building Campus-based Recruiting Partnerships

An article posted on Shrm.com reveals the benefits of building campus partnerships to recruit college talent more effectively. These partnerships might include alumni organizations, college placement programs, key professors, and student organizations. Job fairs, mobile marketing, and social media are also excellent resources for hiring college students.

It’s possible to hire several students from a single appearance at a job fair or college recruiting event, but these are one-time events. Building relationships with campus professors, departments, alumni, and job placement professionals can provide ongoing referrals for many years. You can update these resources about changes in your industry, and recruit your partners to promote special recruiting events or job openings.

Regular visits to college campuses allow your recruiters to stay in touch with student opinions and new recruiting methods. Your company’s physical presence helps to build your brand and enables you to respond quickly to evolving trends. College recruiting is really marketing, so you should involve your marketing department in planning and promoting campus events and maintaining content with your on-campus recruiting partners.

There are many on-campus options for recruiting – both college-sanctioned and extracurricular. Your company can attend job fairs, conduct on-site interviews, establish an internship program, or arrange phone or Skype interviews. Some colleges might allow college credit for internships. Establishing partnerships with on-campus resources can prove extremely valuable to your recruiting efforts.

How to Recruit College Candidates Successfully

Careerbuilder.com reports that about 74 percent of all employers plan to hire college students. However, just showing up at a stall for a campus career fair no longer works effectively for recruiting plugged-in students. Your website is at the core of your recruiting efforts, and 64 percent of people looking for employment check out business websites. [2] The best methods of recruiting successfully at colleges and universities include:

Make Your Website Hiring-Friendly
Write effective job descriptions that include information about the company’s culture, outside activities, community involvement, and opportunities for advancement. Provide links for candidates to get further information, which helps to build your hiring database.

Recruit Students at Off-campus Sites
Determining where young people with your targeted student profile hang out is valuable information. Recruiting off the campus works in both physical and virtual locations. You can recruit on social media, at the local McDonald’s, or during sports scrimmages. Local hangouts, eateries, off-campus organizations, and community fairs and festivals are just a few of the possibilities.

Develop a Candidate Pipeline

You can take a page from the coach-recruiting book for intercollegiate sports. Identify your dream candidates based on data and recruiting technology. Building a pipeline of ideal recruits allows you to target each candidate more effectively. You can recruit remotely using the communications method that each candidate prefers such as mobile phones, social media, chatbots, text messages, etc.

Use Technology to Narrow Your Choices

Technology can screen your choices effectively based on keywords, work experience, college majors, etc. Using technology for preliminary screening allows recruiters to focus more attention on establishing personal relationships with the best candidates. You can further streamline the process by conducting the initial interviews using remote videos or Skype.

Think Digitally
Students and millennials are very comfortable using digital technologies. You need to think digitally to win the campus recruiting wars. You can attract students by posting general information on Facebook such as videos, behind-the-scenes views of the company, and recruiting updates. LinkedIn is your best site for searching resumes, networking, building your company’s brand, and generating leads. Twitter is very effective for posting new jobs, promoting your blog, and weighing-in on news stories that affect your industry.

Appear on Campus Frequently

You can’t make multiple trips to every college campus, but those schools that are effective sources of new hires are worth more than a single visit each year. Interacting with students regularly on campus can provide invaluable recruiting insights, build your brand, and impress job candidates with your commitment to campus visits.

Host Fun Events
Hosting engaging campus events – such as hackathons, contests, and meet-and-greets – can subtly inspire students to think more about career development.

Provide Internships
Providing summer internships for students is an excellent way to recruit. Students gain professional work experience, and you get uninterrupted opportunities to promote your company.

Establish a Student Referral Program

Student referrals can provide a steady stream of word-of-mouth candidates. You can offer incentives for referrals that lead to a hiring decision such as tickets to campus athletic contests, etc. You can involve professors, job placement staff and friends and families of likely candidates.

Build Your Brand
Your company’s culture is more important than you might think when recruiting college students. A recent HR study found that students ranked a company’s branding and sourcing efforts as the most important factor when choosing an employer.

          Strategies for branding your company effectively for student candidates include:

    • Using your best communicators to engage students
    • Taking recent new hires from the college to on-campus recruiting events
    • Showcasing the work that alumni, interns, and new hires have done at the company
    • Keeping your recruitment content updated on your website
    • Interacting with candidates on social media
    • Making the application process simple – at least for preliminary contact
    • Focusing on real-world issues instead of providing free stuff

Recruit to Diversify Your Staff
Diverse workplaces are important to most students, and your efforts to recruit a diverse workforce can build your brand among student candidates.

Student Recruitment Is an Ongoing Process

Your student recruitment efforts can’t be an afterthought if you want to win at recruiting. Students are savvier than ever about investigating potential employers and researching a company’s work culture. The more genuine your recruiting efforts, the more effective your hiring process will be. It takes a combination of technology, digital connections, referrals, and personal visits to attract students.

By the same token, hiring inexperienced students is a gamble. Training and hiring expenses are high. You want to choose the best fit for each job, and third-party assessments can give you the tools to hire confidently.

 

 

Someone pouring coffee at a QSR restaurant

How to Recruit QSR Employees

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“If you’ve already had 2 people quit this week and it’s only Tuesday, you might be a fast-food operator. If you spend more time sourcing talent and reading resumes than improving your operations, you might be a fast-food operator. When you fall asleep at night worrying that you’ll be understaffed when hungry teenagers flood your location after the big game, you might be a fast-food operator” – Tammy Cohen, PHR, SHRM-CP.

According to The National Restaurant Association, employee turnover across the entire restaurant industry was 61% in 2016 and that percentage is almost twice as high for front-line workers. This high turnover for fast-food employees is associated with a $3,000+ loss per employee through initial recruitment costs, orientation, and training, and before they quit – productivity loss.

If you’re a fast-food operator, try implementing these recruiting strategies to find better candidates and use Sprockets to hire the best ones.

1. Use video

Videos get more than 2X the engagement as text ads, especially with younger generations. Video is not only a great tool for traditional advertising, but for marketing jobs to potential fast-food workers.

You can create short videos that show the dynamics of your team and behind-the-scenes shots of company perks. Do fast-food employees get a free meal when they work? A free milkshake to take home? Include fun bonuses in the video to attract candidates. You can shoot short stories about your positions and the benefits of working with you on the social platforms your company is on.

2. Revamp your job descriptions

If your job posting looks like this for your fast food restaurant, it’s time to revamp.

  • Great Pay!

  • Flexible Hours!

  • Opportunities for Advancement!

  • Must be hard-working and responsible.

The job posting should be specific to your business and tell the job-seeker why they should want to work for you.

  • What is the pay range? Are there standard raises?

  • What are the hours? 20 hours or 40 hours per week?

  • What opportunities for advancement are there? How many people have advanced?

  • What does a day as an employee look like?

  • Extra perks of working at XYZ company – as told by current employees

3. Expand Your Reach

Think about where your employees spend the majority of their time online. For entry-level, young workers in the fast-food industry, it’s often on social media. Try expanding your job postings to social media sites like Facebook, Instagram, and even Twitter to recruit applicants.

Plus, if you currently have hard-working, trusted fast-food employees, implement a referral program. If they post about the job openings on their social media and through word-of-mouth, you are more likely to find good workers like them! Keep in mind that most referral programs offer the employee a certain dollar amount when the person gets hired, and another amount after they have stayed for 6 months.

4. Keep your Current Employees

Keeping your current fast-food employees happy and engaged is vital to your business’s success. From reduced turnover costs to higher employee engagement and production, spending the extra time or money on employee retention is just as important as finding new employees.

Once you have sourced candidates, utilize a predictive hiring system like Sprockets to streamline your hiring process. Sprockets creates a Success Profile based on your top-performing employees and quickly matches all applicants to the Success Profile to rate their potential success with your company. Learn more and explore the system with a free account.

People in a business meeting talking about startup hiring

The Ultimate Startup Hiring Guide

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In today’s world, many entrepreneurs have decided to pursue their dream of running their own business. If this is the case for you, you’ve probably started thinking about how to optimize your hiring process. Luckily, the process of finding and hiring the right people doesn’t have to be as tedious and time-consuming as it may sound. To make the process as effective and expedient as possible, predictive hiring solutions and specialized strategies help with startup hiring. 

 

1. Utilize Employee Assessment Resources.

When you start your startup hiring process, make sure that you utilize employee assessment resources. These resources will empower you to determine which candidates are most likely to function effectively in their given roles and as team members. The most effective employee assessment process will involve the company’s current staff members completing the assessments first. Once this happens, the companies that administer the test can determine which shared attributes or skills the individuals who are most successful with the company have. After making this determination, you or the employee assessment company can carefully screen incoming candidates to determine which staff members would function most effectively in specific positions.

Sprockets, an HR tech company, offers predictive pre-hire assessments. Of their many features, Sprockets can help you decide if the candidate will be successful and fit into the company’s culture.

2. Hire Based On Potential, Not Just The Candidate’s Track Record.

If you’re serious about your startup’s hiring process, seek out candidates who seem to have potential. While existing skill sets and track record is important, these don’t provide you with the full picture of everything a job candidate can be. In reality, factors such as educational opportunities, existing social networks, and self-concepts can subtly impact whether an employee has had high performance in their work settings thus far. Recognizing your ability to provide them with the necessary support and resources can positively impact productivity and results. Consider whether the employee may be able to take your organization into a deeper dimension of success.

In some cases, it might be difficult to identify factors that indicate that a specific employee has potential. One thing to consider is work ethic. In many cases, an employee may not have all of the skills or capabilities you’re looking for. Nevertheless, they work hard and are willing to learn new things as quickly as they can to help push the company forward. Another thing to consider when attempting to gauge the potential of a job candidate is general life outlook. Is the candidate generally positive, negative, or somewhere in between? In many cases, individuals who maintain a positive outlook are more effective in dealing with setbacks, constructive criticism, and disappointments. Because all of these things are integral, being able to grapple with them while still working effectively is imperative for those who want to excel in the vocational setting.

3. Look For Flexibility.

While there are many attributes that would make an employee the ideal fit for a startup, flexibility is probably at the top of the list. For example, with many startups, the employee may need to put in 14 hours one day and 4 the next. Also note that startups tend to operate with smaller staffs and are often fast-paced. An employee may be required to jump in and complete tasks that aren’t in their job description. Flexible people can do this type of thing with a substantive level of competence and confidence, so look for this type of individual when you’re ready to hire.

4. Enhance Your Interview Process.

Another strategy you should implement to optimize the hiring process is enhancing your interview process. This approach is important because the interview is the time for you to learn as much as possible about a specific job candidate. By asking the right questions, you can gain the information necessary to determine whether a particular candidate would be ideal for the position.

Note that there is a wide range of questions that you’ll want to ask during the interview process. Some will be personal while others will pertain directly to the job the candidate is applying for. Still, others will concern the work the candidate completed in other positions. Ask questions that give you a sense of the other party’s character. This is important since you will be working closely with them.

Some of the questions you may want to consider asking during the interview include:

• What is your understanding of what our company does and why we were founded?

• Are you familiar with the roles and responsibilities for the job you’re applying to?

• Describe your biggest work-related fault? Have you done anything to correct it?

• Do you consider yourself to be introverted, extroverted, or somewhere in between?

• What is your most significant job accomplishment, and why is it important to you?

In addition to asking the right questions during the interview process, make sure that you consider the value of having a co-worker sit in with you during this component of the hiring journey. This step is effective because even the most objective employer will have blind spots. Blind spots can include favoring certain candidates over others. Pre-existing prejudicial assumptions about individuals can cause hiring managers to pick someone who isn’t truly ideal for the position. Consider the value of asking a trusted co-worker to be present when you conduct the interview. Then request their honest feedback.

Conclusion

If it’s time for you to do some technical hiring, it’s important to have a game plan in place. Rather than allowing the process to unfold in an entirely organic manner, utilize some of the strategies and systems outlined above. You will increase your likelihood of bringing the most best-matched candidates on board this year!

Learn how Sprockets can help with your startup hiring.

A sign that reads "this must be the place"

The Modern Hiring Process Starts With a Great Job Posting

The Modern Hiring Process Starts With a Great Job Posting 900 500 Sprockets

When it’s time to hire, your job posting says everything about your company. Are you a dynamic, cutting edge company? Socially conscious? A digital dinosaur? Every communication is an opportunity to promote your organization, its culture, and values. Job postings can either attract top talent or send them yawning on to the next ad.

Like any marketing tool (and yes, you are marketing your company to the talent community) you’ll want to generate interest and even excitement. You know what’s great about working for you – you should be boasting it at every opportunity in the modern hiring process.

In today’s “unemployment is so low it’s making headlines” market, you need job postings that pull triple-duty: boosting your employer brand, finding the best applicant, and illustrating why that job seeker should look no further than your ad.

What’s in it for me?

Messaging must include what you have to offer as an employer as well as what you want from the candidate you hire. Get attention and interest by defining your company, the job and the candidate. Rather than looking for keywords that refine a job search, focus on “key” language that top talent associates with their skill set. Post for those to find the best match.

Keying in on key language

You know the qualifications and experience level you need. But you also know they’re not always predictors of success. Soft skills, emotional intelligence, and potential to learn and grow are important. They are often as important, if not more, than what’s on a candidate’s resume. Identifying the traits of top performers can help you search for those traits in candidates. And it goes both ways: highlighting key characteristics of your company can increase interest. Data suggests three quarters of workers would consider a pay cut to work for a responsible company. Your posting must key in on your corporate social responsibility.

When you quantify the shared characteristics of top performers, you know what to post for, what to interview for, and what to hire for. Is your company driven by innovative thinkers? Are meticulous, detail-oriented staffers your top performers? Whatever characteristics make for a successful employee, using those key terms can help you target the best applicants for a successful hire.

Focus on core values

Carefully choosing the wording of your posting speaks to the right candidate at the right time. Research shows some language dissuades candidates from applying. In the same way some language discourages candidates from applying, a strong job posting includes terms that encourage job seekers to see themselves in the role and quickly submit their resume. And seeing themselves in your company is important: one survey revealed the number one reason a candidate chooses one job over another is organizational culture. Recognizing traits as valuable to the organization as any other skill shows job seekers you’re a well-rounded company, looking to hire individuals, not just resumes.

Weighing your options

It’s easier to teach someone to code than to be a leader. When you know what soft skills are needed, it’s easier to make the right hire. You may even find a diamond in the rough. This would mean a candidate with all the characteristics you need who could be your next rock star. It all begins with a job posting that appeals to personality as much as qualifications.

Read the full E-Book, The Definitive Guide to Recruiting & Retaining Top Talent by clicking here.


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The Impact of Artificial Intelligence on Recruitment

The Impact of Artificial Intelligence on Recruitment 1468 980 Sprockets
Key Takeaways from Post:
  • Finding candidates will always be challenging, but AI makes the process more efficient.

  • Companies like Indeed, LinkedIn, and Sprockets are using AI to match the candidate’s skills and personality to your organizational needs.

  • Artificial Intelligence (AI) is not designed to replace recruiters. It is designed to help recruiters.

The Impact of AI on Recruitment

Recruiting technology has become much more advanced in the past five years. Artificial intelligence continues to rise in popularity, creating new opportunities and obstacles for the job search market. Finding new talent is an incredible feat with so many candidates out there. In the future, technology will automate more and more job searches.

Here are a few other ways that AI will impact the hiring process in the years to come.

A New Job Board

Have you ever posted an application and immediately gotten a match? How accurate was the match to your job description? Artificial intelligence are looking to make that match even more accurate. Data can now improve upon the accuracy of job skills, salaries, and user tendencies so that you get a candidate that will truly match what you are looking for. Job boards are utilizing AI more and more to match data points with the right opportunities. For example, AI and machine-learning have helped job boards like Indeed make predictive analysis on what a salary should be for a certain job.

In addition, Indeed’s AI can pull information from resumes through natural-language processing. This allows the computer to extract relevant key phrases from text using only computer programs. This helps the AI match skills with applications in certain industries.

Ultimately, this data and matchmaking will lead to less time spent looking for candidates.

Skills Testing

For recruiters looking at technical candidates, skills testing on sites like CodeFights is a huge relief. It can open the doors for programmers who have proven their skills on the skills-based platform. Artificial intelligence can track these skills tests and offer up candidates to recruiters who want to find very specific skills within programming and development.

The founder of CodeFights says that job searches are going to get much easier with more objective data, especially for technical recruiting. In fact, he thinks that job sites will become hubs for skills-building and education, allowing job seekers to prove their quality to the recruiter or hiring manager before getting into the interview.

Assessment software is already a popular tool during the hiring process, but with AI, it could become as simple as a quiz to ensure that the candidate has all of the skills necessary to perform the job. Learn how Sprockets’ AI-backed, predictive hiring solution can help your company.

This new layer of testing may become the definitive way that certain industry-specific candidates are selected. Instead of applying with a resume, candidates may simply sign up to take an assessment. The AI can then match answers and data points with what skills are necessary at certain tech firms. New algorithms and testing processes will predict which candidates have the best skills for certain projects, and it could get even more granular than that.

More Efficiency and Deeper Knowledge of Candidates

LinkedIn is using AI to sort job seeking and recruiting data. There are over 500 million users on LinkedIn, so there are millions of interactions that are being recorded and collected, ultimately improving the rate at which a candidate is found.

Today’s talent search can feel extremely slow and inefficient at times. You may have to send out applications, emails, and networking requests only to hear back nothing, or worse, you can spend all the time on a candidate who doesn’t really have the skills you were looking for in the interview.

With Artificial intelligence, you can now sort through candidates at faster rates, instantly matching based on certain skills and previous work experience. This is only going to improve as AI learns more about the job search and recruiting process.Some businesses are already using AI to hire candidates when they are in a crunch for certain projects. While it doesn’t lead to a perfect fit all the time, companies are getting close to recruiting with just an AI chat bot in some cases.

Tech workers believe that recruiters will spend less time on job boards and more quality time with potential recruits. With more pre-screened efficient matches, recruiters will be able to impress companies with their ability to find highly qualified candidates.

Should Recruiters Worry About AI?

There are some who think that job recruiters could be replaced by AI engines. However, there is no substitute for the human touch in the hiring process. Mundane tasks can be eliminated by artificial intelligence based to make the hiring process more efficient and effective.

Final Word

While AI may be working out most of the kinks in the job search process, machine-learning and algorithms don’t tell the whole story. Recruiters should leverage these AI programs in order to find high-quality candidates. High quality candidates  are those who have the talent and people skills to work with the right team.