Recruitment

Employees shaking hands with text reading "5 Advantages of Internal Recruitment: Why You Should Promote From Within"

5 Advantages of Internal Recruitment: Why You Should Promote From Within

5 Advantages of Internal Recruitment: Why You Should Promote From Within 1016 528 Sprockets

Suppose you need to fill a management-level position. Do you promote employees from within your company or search for new, external hires? Regardless of your usual hiring process, there are several proven advantages to internal recruitment. So, before you make your next decision, take a few minutes to understand the various advantages of hiring internal versus external candidates.

What if you could see which applicants will stay long-term and add to your pool of options for internal promotions? It’s possible with Sprockets’ hiring platform. Our Applicant Matching System reveals which potential hires will succeed like your current top-performing employees. It’s proven to work and trusted by top brands like Chick-fil-A, Jimmy Johns, and ChartSpan.

 

Advantages of Internal Recruitment

1. Less Risk

A huge advantage of internal promotion is that you already know the person you are hiring. You likely understand how they perform in the workplace. When you hire external candidates, it can be difficult to gauge their cultural fit within your business. They may be qualified to succeed in their role, but lack the soft skills needed to mesh well with the rest of your team. External hires can lead to an increase of employee turnover. In fact, they are 61% more likely to be fired from their job than employees promoted from within. Internal hires will already have developed company-specific skills needed to succeed and stay long-term.

2. Faster Onboarding

Another pro of hiring internally is the faster onboarding process. An internal hire is already familiar with the business and its procedures, while a new hire would need to go through extensive onboarding and training. This may take longer than some hiring managers might think. Internal hires retain information better, and therefore, are able to complete their initial onboarding and training faster than their external counterparts.

3. Better Overall Performance

Research from Wharton suggests that external hires underperform in their first two years compared to internal hires. Some studies suggest the key to maximizing performance is building relationships with co-workers. 70% of employees say that “having a friend at work is the most crucial element to a happy work life.” Employees promoted from within will already have established professional relationships with their team have direct company experience under their belt. 

4. Increased Employee Morale 

Between the ongoing pandemic and labor shortage, it’s clear job seekers want more than just a job – they want a career. When you choose to promote from within, you send the message to other employees that your organization values hard work, commitment, and most importantly, its employees. If you make it clear you care about their long-term success and contribute to their career growth, this will naturally lead to an increase in employee morale and retention.

5. More Cost Efficient 

Internal versus external hiring can save your business thousands of dollars. Research shows that external hires actually cost around 20% more than internal hires. In fact, it can cost your business $5,864 to replace one hourly employee, according to The Center for Hospitality Research. In high turnover industries especially, that expense can really add up – not to mention the lost productivity and time it takes to start over in the recruitment process for each lost hire. A recent study suggests it takes an average of 60 days to replace a single employee. If you hire internally, that cost is dramatically reduced since you are not wasting time and money recruiting, screening, and interviewing external applicants. 

Hire the Best Applicants From the Start 

Sprockets’ AI-powered platform understands which personality traits make your current top performers great. And, the simple scoring system reveals which employees should be promoted from within and which external applicants would be an ideal fit for your business. Plus, our solution is proven to increase employee retention by an average of 43%. Schedule your free, 15-minute demo today to focus on hiring the very best applicants and reduce costly employee turnover.

 

man and woman are in an interview with text reading "facing first impression bias: how it impacts the hourly workforce

Facing First impression Bias: How It Impacts the Hourly Workforce

Facing First impression Bias: How It Impacts the Hourly Workforce 1016 528 Sprockets

It takes seven seconds to make a solid first impression. Some studies even suggest first impressions are made within milliseconds. Whether you’re an owner, operator, or job seeker, first impressions in business are important. In fact, 33% of hiring managers report they know whether or not they will hire someone in the first 90 seconds. Why? Our brain makes quick, incomplete observations based on what we perceive — this is called first impression bias. However, first impression bias can impede effective hiring as it is often inaccurate. So, how important are first impressions in business? Read on to find how to make a good first impression and how it impacts the hourly workforce. 

Eliminate first impression bias with Sprockets! Our AI-powered platform evaluates which potential hires will perform like your top-performing employees, empowering hiring managers to predict applicant success before the interview and without a resume. Plus, it’s proven to boost employee retention by an average of 43%. 

 

 

Research has found that most people form impressions about personality based on facial appearance. It can be easy to fall into the trap of assuming an applicant’s friendliness or customer service skills based on appearance. However, first impressions are often inaccurate, and various studies suggest first impression bias is the leading cause of hiring errors. It’s human instinct to ask easier questions to individuals we feel good about and ask harder questions when we have a negative feeling, even if the latter may be the better candidate. 

How to Reduce First Impression Bias

  • Conduct a Phone Interview: Similar to blind auditions on The Voice, initially conducting a phone interview will allow you to focus on the applicant’s experience and skills. Plus, you won’t have to evaluate an individual’s demeanor, physical appearance, or facial expressions, thus increasing your objectivity.
  • Script Questions Ahead of Time: This will ensure you ask job seekers the same questions and remain objective throughout the interview. Consistency is key. Follow-up questions are still welcome, but your chances of making an unfair assumption about an applicant are significantly lower. 
  • Utilize Objective Technology:  Technology solutions — like Sprockets — are designed to help you look past first impressions to see overall applicant quality. Our Applicant Matching System creates a unique success profile for each potential hire, evaluating their “fit” scores against your current top-performing employees. The simple red-yellow-green scoring system allows you to easily see which applicants are the best fit for your team and who will stay long-term.

The Importance of a First Impression

Of course, first impressions are still important. It means that it’s essential for hiring managers and business owners to rely more on data-driven hiring methods than on their first instincts. Look at your initial interactions with job seekers to determine how they might react to your customers. Additionally, pay attention to any gut instincts (just don’t rely solely on them). If you have a negative first impression of a candidate who does well in their interview, simply spend some extra time checking their employment references. Remember that accurate, high-quality information is crucial for an effective hiring process. 

Build the Best Teams with Sprockets

Reduce first impression bias with our AI-powered solution! Sprockets’ Applicant Matching System evaluates potential hires based on the mental makeup of your best employees. It’s proven to increase retention by an average of 43%.

 

Four women share a laugh with text underneath reading: How Technology Fosters Diversity Recruitment in the Hourly Workforce

How Technology Fosters Diversity Recruitment in the Hourly Workforce

How Technology Fosters Diversity Recruitment in the Hourly Workforce 1016 528 Sprockets

No matter your gender, ethnicity, age, sexuality, or religion, everyone holds some type of implicit bias. Despite this, owners and operators must find a way to foster a diverse and inclusive work environment for all. So, how exactly do you increase diversity and inclusion in recruitment? There are several possibilities, but technology is key to creating diversity recruiting strategies.

Unlike humans, Sprockets’ AI-powered platform is completely unbiased. Our solution solely focuses on hiring for fit by predicting applicant success. It brings much-needed equity to the hiring process. Plus, it’s proven to boost employee retention by 43%! 

 

Why Is Diversity Recruiting Important?

According to the New York Times, there are fewer women in leadership roles than men named “John” due to discrimination. The bottom line is that everyone should be treated equally and given fair opportunities. Unfortunately, this is not always the case, but we can strive to change that. A study conducted by Gartner showed that diverse and inclusive workplaces lead to greater innovation and financial success. Many people prefer to support businesses that value diversity

How Does Technology Attract a Diverse Applicant Pool?

Technology plays a key role in getting a diverse applicant pool. 76% of people consider diversity when applying for a job, and not surprisingly, that number is significantly higher among underrepresented voices. 41% of LGBTQ+ job seekers would not apply to a company lacking diversity compared to 32% non-LGBTQ+ job seekers. Hourly workers want representation and diversity. Studies even show that diversity attracts more diversity. Utilizing technology to foster diversity recruiting will naturally attract a diverse applicant pool, multiplying the success of your initiative.

How to Increase Diversity Through Your Recruitment Practices 

Sprockets’ solution is the diversity recruiting tool you need to predict applicant success without the need for interviews and resumes, which can add bias to the hiring process. Discover how the power of AI diversifies recruitment through our Applicant Matching System, empowering hiring managers to provide job opportunities to individuals who might otherwise face bias. Unlike the standard hiring process, Sprockets creates a unique success profile based on the mental makeup of top-performing employees and evaluates applicants with this benchmark. The user-friendly dashboard then displays a simple red-yellow-green scoring system based on their answers to a brief, three-question survey.  

Our platform encourages diversity recruiting since hiring managers do not need to look at an applicant’s name, picture, or resume to determine whether or not the potential hire is the right fit. Name discrimination — particuarly among people of color — is common, even now. According to the National Bureau of Economic Research, African-American individuals are twice as likely to be unemployed as white people. Despite discrimination laws, Black applicants need to send 15 resumes to receive a callback, while white people only need to send ten to get a callback. Why? Some people unfortunately have a negative perception of race via the name on a resume. Studies even show that people of color who choose to hide or “whiten” their name are more likely to get an interview.

Bring Equity to the Hiring Process With Sprockets

Sprockets’ software combines AI, natural language processing, and more than 50 years of psychology to evaluate applicants’ mental makeup. It does not take into account race, gender, or age; Sprockets is completely objective. Our solution celebrates intellectual diversity — the more diverse the applicants in Sprockets’ Success Profile, the more precise the identification of shared characteristics — further improving the likelihood of successful hires.

 

Woman texting on a smartphone with words across the image reading: "Texting Candidates: Benefits and Why You Should Start Now

Texting Candidates: Benefits and Why You Should Start Now

Texting Candidates: Benefits and Why You Should Start Now 1016 528 Sprockets

91% of Americans keep their mobile devices within arm’s length at all times — you might even be reading this blog from your smartphone right now. The reality of our technology-driven world means hiring managers, owners, and operators must adjust accordingly to fit the preferred communication method of their applicants. Our recruitment advice for employers is to consider texting candidates to boost applicant flow. Read on and learn how to implement this beneficial sourcing solution ASAP!

You can also spend 37% less time on the hiring process with Sprockets, an AI-powered platform that features another creative way to recruit new employees. It matches potential applicants to your current top-performing employees and predicts new hire success before the interview.

 

 

Why You Should Be Texting Candidates

While texting candidates likely won’t eliminate phone calls or email from the recruitment process, it’s crucial to understand the benefits of texting and using technology to recruit employees.

1. Instant Communication

Texting candidates is fast and effective. In fact, 90% of all text messages are read within three minutes of being sent — no wonder texting is the preferred communication method for many people. Studies show text messages are opened and read almost 138% more than email! Eliminate wasted time and energy by texting applicants when appropriate.

2. Keep Applicants Engaged

Nothing is worse than quality applicants slipping through your fingers because of a slow response time. Texting applicants extends the hours of communication, so you can actively keep them engaged. For example, 8 a.m. may be too early for a phone call, but not too early for a text. Texting candidates increases your chance of getting in touch before they lose interest or find another work-related opportunity.

3. Convenient for Applicants and Employers

Sending a quick text message is much more convenient than playing phone tag. Applicants are able to respond when the time is convenient for them without having to worry about listening to a voicemail or returning a phone call. On the flip side, employers can text applicants between meetings, training, and other work-related tasks. 

Tips for Texting Applicants

1. Ask How Applicants Would Like to Be Contacted  

Before you go ahead and text applicants, you must first ask permission. Although a majority of people own a smartphone or other mobile device, some individuals may prefer a different option. Ask about an applicant’s preferred method of communication — phone call, email, or text message — in your pre-employment questionnaire. You’ll increase your likelihood of getting in touch with applicants by confirming their preference.

2. Introduce Yourself and Your Company

It’s important to convey who the message is coming from since your text messages to applicants are most likely coming from job boards.

Example: Hi [Applicant Name], this is [Hiring Manager Name]. I’m the [Position Name] at [Company Name] of [Location]. Thank you for applying to [Position Name]! 

Introducing yourself and your company via text message clearly communicates why you are reaching out and reminds candidates that they applied to your position.

3. Remain Professional 

While it may seem tempting to send a GIF, emoji, or acronym along with your text message, stick to professional language, similar to an email. There’s a big difference between texting a friend and texting an applicant. Additionally, consider when other methods of communication may be more appropriate. For example, give them a call when you are ready to offer your ideal applicant a position at your company. 

Replicate Your Top Employees With Sprockets

Sprockets’ Applicant Matching System creates a unique success profile based on your current top-performing employees, empowering hiring managers to find the ideal applicants for their team. It’s proven to improve employee retention by 43%, save 37% time on the hiring process, and reduce annual turnover by 22%. Plus, you’ll be able to focus more on important daily operations to boost productivity and ROI. Using technology to recruit employees has never been easier!