Recruitment

A restaurant worker with text reading "Win the Labor War: Recruitment and Retention Strategies for Hourly Employees

Win the Labor War: Recruitment and Retention Strategies for Hourly Employees

Win the Labor War: Recruitment and Retention Strategies for Hourly Employees 1016 528 Sprockets

Every day can seem like a battle to hire and retain quality employees for your business, with applicants who never show up to interviews and workers who leave to earn one more dollar per hour with a competitor. You might think the only solution is to simply hire anyone who applies so you can keep your company afloat. However, you’d just remain in an endless cycle of costly turnover. 

The key is to look at your situation differently. It’s a process problem — not a people problem. As long as you know the right strategies to recruit and retain hourly employees, you wouldn’t have to wake up each morning wondering how you’ll make it through another understaffed day. Take a lesson in labor management with the suggestions below and view our free guide, The Essential Guide to Attracting Hourly Workers, for even more tips.

Why Is Employee Retention Important?

It can cost $5,864 to replace a single employee when you account for productivity loss and the resources necessary for recruitment, selection, and training. In high turnover industries that typically rely on hourly workers, the financial impact of employee turnover can really add up quickly. 

Employee retention isn’t just a financial concern, though. There are several “hidden” costs of turnover, including its effect on workplace culture, team morale, and the customer experience. It can even have a substantial impact on the mental health of your employees — especially those who have to pick up the slack and cover shifts while you find a replacement. 

Simply put, improving employee retention creates a healthier, more productive environment for you and your workers.

Current Challenges Recruiting and Retaining Employees

We won’t pretend there aren’t challenges with improving employee retention. You’ve likely seen articles like this before or tried “solutions” with empty promises that never actually deliver results. Let’s face some of the inconvenient truths about what prevents many business owners and operators from maintaining stable staffing levels:

  • Wage Competition: Businesses all across the country are raising hourly wages in an effort to attract new applicants. If you can’t keep up, you lose out on potential employees.
  • The Great Resignation/Reshuffle: What was once deemed a mass exodus of the hourly workforce has turned into more of a “reorganization” of workers with different priorities, interests, and aspirations.
  • The Number of Job Openings: The US has reached record-breaking levels of job openings recently, meaning people have more options than ever, and it’s even harder to make your opportunities stand out in the sea of listings.
  • People’s Fear of a Recession: Simply hearing the word “recession” can make people question their job security and even switch industries for a more “recession-proof” occupation.
  • Businesses Using the Wrong “Solutions”: Unfortunately, we see so many businesses using strategies or software that doesn’t meet their needs, as opposed to Sprockets’ hiring solution that’s proven to work and improve employee retention by 43%.

Why Are Recruitment and Retention Often Discussed Together?

Although it might seem like these are two completely separate topics, they are actually interdependent on one another. When one process is ineffective, the other one will suffer (and so will your business). 

How Does Recruitment Affect Retention?

When a business has poor employee retention, people often point to a variety of different causes that don’t actually get to the root of the problem. At Sprockets, we believe that achieving a high employee retention rate begins by hiring the right people. If your recruitment process doesn’t help you find the ideal applicants for your business, then you’ll end up with a retention problem. And, if you struggle to retain employees, then you’re going to spend a lot of time recruiting new ones in a neverending cycle of stress. 

So, how do you reach the perfect balance and eliminate all those hiring headaches? We have three words for you: Recruit to retain.

Recruit to Retain

Consider this: Your employees might be leaving because they were never the right employees to begin with. Rather than hiring anyone willing to apply, take the time to find applicants who are actually a good fit for your business. It will save you much more time and money in the long run.

This may sound like a tough task at first, but it’s easier than you think. Here are some tips:

  • Optimize Your Job Descriptions: Make sure the language you use and the details you include in your descriptions would appeal to your ideal candidate.
  • Pick the Right Job Boards: Think about where you’re currently receiving the highest-quality applicants and reallocate resources as necessary. Snagajob, for instance, is a great place to find hourly employees.
  • Contact Candidates Immediately: We know work days get hectic, but try to reach out to applicants as soon as possible (before a competitor beats you to them).

Most importantly, add an automatic screening tool to your hiring process so you can spend less time reviewing resumes and more time on daily operations — all while knowing you’re hiring the best applicants every single time. It’s not too good to be true. It’s the power of Sprockets’ unique Applicant Matching System that instantly evaluates candidates based on your current top performers and sends you text message alerts when an ideal hire has been found.

Discover More Strategies for Recruitment and Retention in the Hourly Workforce

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Why Your Hiring Process Is Broken and How to Fix It

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4 Steps to Reduce Your Reliance on Applicant Flow

Hiring can feel impossible during a labor shortage, but these four simple steps will get you on the path to stable staffing levels. You’ll learn proven strategies for attracting and retaining high-quality employees for your business. It’s easier than you might think!

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Must-Have Hiring Tech to Boost Employee Retention in 2022

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The Essential Guide to Attracting Hourly Workers

The pandemic has changed the way hourly workers select opportunities, so you must transform your recruiting process to stay competitive and onboard the best workers. Let us do the heavy-lifting; access this free guide to build better teams and stabilize staffing levels.

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The Ultimate Guide to Employee Turnover

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An applicant takes a pre-employment assessment

The Ultimate Guide to Pre-Employment Assessments

The Ultimate Guide to Pre-Employment Assessments 1016 528 Sprockets

What happens between the time a job seeker applies to your open position to the time they sit down for an interview? Sure, you might be reviewing their resume, skimming through their LinkedIn and maybe even Instagram, but how else are you learning more information about your candidate? 

In high turnover industries like hospitality, businesses can’t afford to waste time or money on candidates who won’t work out — that’s why some require pre-employment assessments before moving forward with their hiring process. Whether you currently use them or not, we’ll walk you through everything you need to know about pre-employment assessments so you can determine the best recruitment strategy for your business and start hiring the best applicants every time. 

What Are Pre-Employment Assessments? 

Let’s start with the basics. Pre-employment assessments are tools used in the pre-screening step of the hiring process to predict an applicant’s likelihood of success. While there are several different types of tests, pre-employment assessments provide employers with details about their applicants to help them make smarter hiring decisions. It’s a sneak peek into how applicants will behave and perform in the workplace. 

Types of Pre-Employment Assessments

  • Job Knowledge Tests: Applicants are asked to demonstrate their expertise on processes they’ll encounter if they were to be hired.
  • Integrity Tests: These questions evaluate an applicant’s reliability and honesty. Candidates may also be required to pass a drug test.
  • Cognitive Ability Tests: The most common pre-employment assessment measures a candidate’s mental capacity to think through complex situations they may encounter at the workplace. 
  • Personality Tests: Analyzes personality traits to determine whether or not an applicant will fit in with the company culture and be an engaged, productive employee. 
  • Emotional Intelligence Tests: Gauges how a candidate builds relationships and resolves conflict, especially in high-pressure situations.
  • Skills Assessments Tests: Evaluates an applicant’s soft and hard skills.
  • Physical Ability Tests: Assesses a candidate’s physical strength such as lifting 50 lbs.

Are Pre-Employment Assessments Legal?

Yes, pre-employment assessments are legal on a federal, state, and local level in the United States as long as they are Equal Employment Opportunity Commission (EEOC) compliant. There are a few laws in place to eliminate discrimination “against anyone on the basis of personal qualities that aren’t job-related”, including:

  • Title VII of the Civil Rights Act of 1964: Prohibits failure to hire an individual based on race, gender, color, religion, or national origin.
  • Age Discrimination in Employment Act of 1967: Illegal for employers to discriminate against people 40 and older. 
  • Americans with Disabilities Act of 1990: Employers cannot discriminate against anyone with any kind of disability.

It’s also important employers understand the validity of pre-employment assessments used in their hiring process. There are currently three primary forms of validity approved by the EEOC: 

  • Construct Validity: Whether a questionnaire measures what it claims to measure and in a way that is consistent with the definition of those dimensions. 
  • Criterion-Related Validity: Shows that the dimensions or scales are predictive of something tangible such as differences in scores on a scale related to work behavior or performance.
  • Content Validity: Demonstrates that the behaviors measured in the selection procedure are a representative sample of the behaviors of the job in question.

Pros and Cons of Pre-Employment Assessments

Pros:

  • Accelerates the Hiring Process: Employers are able to make smarter, more informed decisions about who they hire, therefore reducing costly employee turnover.
  • Increases Quality of Hires: When an applicant is willing to take a pre-employment assessment, it shows they are committed and are likely more interested in the position than an applicant who fails to complete a test. 
  • Provides Equal Opportunity: Every applicant will take the same pre-employment assessment ensuring a fair and honest process. 

Cons:

  • Partial Picture of the Candidate: Like resumes, some pre-employment assessments only provide a snapshot of an applicant’s character. It’s important to consider other factors and refrain from solely basing your decision to move an applicant forward in the hiring process based on these tests. 
  • Questionable Validity: Unfortunately, not all pre-employment assessments are accurate and truthful; some can have an adverse impact when used in the hiring process.

Are Pre-Employment Assessments Worth It If They Add Another Step to the Hiring Process?

The short answer is yes, pre-employment assessments help you narrow down which candidates you want to spend time interviewing. An extra few minutes of your candidate’s time could save you thousands of dollars, hours of time in your work day, and one heck of a hiring headache! 

Some pre-employment assessments like Sprockets’ solution eliminates the need for interviews. Our platform reveals which applicants share personality traits with a business’s current top performers based on their answers to a three-question survey that takes less than ten minutes to complete. Ultimately, it empowers owners and operators to build reliable, cohesive teams and reduce employee turnover. 

Job seeker creates video resume for potential employer

6 Creative Recruiting Ideas to Get More Applicants — No Job Boards Required

6 Creative Recruiting Ideas to Get More Applicants — No Job Boards Required 1016 528 Sprockets

With a near record-breaking number of current job openings sitting at 11.5 million, employers across the country are still struggling to recruit the right applicants. Posting to job boards can be time-consuming and ineffective at targeting the type of hire you need. It’s time to get creative with your recruiting ideas. Learn how to leverage social media for recruitment, utilize your current resources, and more to build strong, successful teams. 

6 Creative Ways to Recruit Employees 

1. Social Media Recruiting

If you’re wondering how to leverage social media for recruitmentdon’t worry — it’s easier than you think! First, it’s important to recognize that Gen Z is expected to be the largest generation by 2023, consisting of 74 million people. If you want to attract these individuals to your business, you need to cater to their interests. So, where does this tech-savvy generation go to get their information? Social media. 

You’re probably already posting job openings on LinkedIn, but have you thought about Facebook, Twitter, Instagram, or even TikTok? With over one billion users just in the United States, 60% of TikTokers are Gen Zers. In fact, top brands like Chipotle and Target have even started TikTok hiring, a recruitment method where applicants can create a video instead of submitting a resume. This gives job seekers a chance to highlight why they’d be a good fit while showcasing their personalities. Social media recruitment is free and easy, so why not give it a try?

Suggested Reading: 

The Essential Guide to Attracting Hourly Workers

2. Conduct Walk-In Interviews

Your next hire could be the customer that just ordered a cheeseburger and fries — you never know! This creative recruiting idea can involve as much or as little effort as you’d like. And, walk-in interviews are great ways to gauge your applicants’ verbal communication skills which you are unable to see on a resume or cover letter. All you need to do is set up an informational table with current job openings and have an employee (or yourself) greet people as they walk through the door. Be prepared to conduct a few interviews to find your next top performer. 

3. Promote Current Employees

Not only is promoting internal hires a creative way to retain employees, but it shows your team you value (and reward) their hard work. Remember, employees don’t just want jobs — they want careers. Promoting your internal hires can lead to an increase in employee morale and even retention. There’s less risk, too, since you already know what their work ethic is like. Internal hires also have a shorter ramp-up time than external ones since they are familiar with your company. A study by Wharton even found that external hires underperform compared to internal ones in the first two years! 

4. Implement Employee Referral Programs

If you’re looking for a creative way to recruit employees while cutting hiring costs, we’d highly suggest implementing an employee referral program. It takes less time and costs less than the traditional hiring process! Current employees can refer someone who they think would be a perfect fit — bonus points if you reward employees who refer someone who stays longer than 90 days. 

A recent study found that employees hired with a referral program stayed longer than external hires. In fact, 56% of employee referrals stayed at their current role for five or more years. This can partially be attributed to the fact that referred employees already know at least one person in the company.

5. Establish Re-Engagement Campaigns

Life happens, and sometimes all people need is a nudge in the right direction. Consider reconnecting with past applicants to fill your open positions. Although some individuals may have already found another opportunity, there are plenty of job seekers still searching. If you hire with Sprockets, the platform will even send applicants your current job openings so that they can fill out the application right on their phones. (It’s that easy!)

6. Predict Applicant Success With Sprockets

This innovative hiring solution is both the answer to your recruitment challenges and a creative way to retain employees. Our simple red-yellow-green scoring system instantly reveals which potential hires will succeed and stay long-term like your current top-performing employees. Trusted by top brands like Taco Bell and Chick-fil-A, Sprockets is proven to help businesses hire 37% faster — that’s three hours you’d get back in your workday! — so owners and operators can focus on daily operations.

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, or first impression error. 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!