Stop Recruiting and Start Finding the Right Fit

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How to Improve Your Quality of Hire in the Hourly Workforce

How to Improve Your Quality of Hire in the Hourly Workforce 1016 528 Sprockets

The key to any successful business is a team of all-star employees, though it can be difficult to consistently hire and retain those driven individuals, especially when your business is severely understaffed. Overcome that challenge by rethinking your current hiring process. Is it effective? What kinds of applicants does it bring in? Are you successfully attracting and hiring top talent while filtering out undesirable candidates? In this blog, we’ll discuss why quality of hire is a crucial metric to track as well as what strategies you can implement to improve it. 

What is Quality of Hire and Why is it Important?

Quality of hire (QOH) is a metric used to measure the effectiveness of a company’s hiring process. It provides insight on your recruiting methods and measures how much a new hire contributes to your company’s long-term success. According to LinkedIn, 39% of hiring professionals agree that quality of hire is the “most valuable metric of performance” topping other KPIs like time-to-fill. 

How to Measure Quality of Hire

While there are several ways to evaluate quality of hire, 40-50% of companies measure it through: 

  • New Hire Performance Evaluation: Calculation method varies as it’s up to the discretion of managers 
  • Employee Retention/Employee Turnover: Calculated as a percentage
  • Hiring Manager Satisfaction: Calculated with survey scores, usually on a numerical scale

One manager even stated that they measure quality of hire through promotions. 33% of hiring professionals — surveyed in the United States, United Kingdom, Brazil, France, China, India, and MENA (Middle East and North Africa regions)  — are uncertain if they are accurately measuring their quality of hires. This statistic suggests uncertainty is a nationwide issue and therefore can be greatly improved by rethinking current strategies. 

Strategies to Improve Quality of Hire

1. Collect Better Data: Since there are so many ways to calculate quality of hire, it can be difficult to come to a common consensus on how your company measures it. See, one metric alone isn’t enough to accurately measure your quality of hire. Some experts suggest evaluating metrics pre-hire and post-hire can lead to more accurate results. The logic behind this suggestion is that pre-hire quality measures are recruitment orientated while post-hire quality measures are performance orientated. You want to prove that there is a significant relationship between pre-hire and post-hire quality. For example, you might use measures of candidate assessment scores, interviews, and time-to-fill to determine pre-hire quality, and measures of performance evaluation, number of promotions, and employee engagement scores to find post-hire quality. 

2. Implement an Employee Referral Program: While posting on job boards and social media platforms are great ways to source candidates, they don’t always attract the right candidates. Hiring the right fit from the start is crucial, unless you enjoy paying thousands of dollars in employee turnover costs. Consider an employee referral program or, if you already have one, take a look at how you can make it worth your employees’ time. Research shows that referred employees stay longer and have a better work performance. People naturally care more about their friends and families opinions over a random job posting they see on the internet. Your employees understand what kinds of people are the best fit and can provide their referred candidate(s) accurate insight on company culture, ultimately leading to more individuals in your applicant funnel who fit your ideal hire. And if you aren’t already convinced, only 8% of talent leaders feel their employee program is “best in the class”. There is plenty of time to make your program stand out amongst the competition.

3. Use the Right Technology: Some businesses use pre-employment assessments to help them understand applicants on a deeper level. Artificial intelligence technologies reduce time-to-fill by 70%, on average. For example, Sprockets’ solution uses natural language processing and artificial intelligence to determine which incoming applicants share personality traits with a business’s current top performers. The platform assigns each incoming applicant a score one through ten. High-scoring applicants will succeed and stay long-term, empowering owners to build reliable, productive teams and make smarter hiring decisions.

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Why Your Hiring Process Is Broken and How to Fix It

You already have the solution to your hiring challenges — it’s your top performers. Learn how to attract, hire, and retain the right workers for your business by leveraging the mental makeup of your best employees.

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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

Dealing with employee turnover is expensive, time-consuming, and frustrating. Access this free e-book to discover proven strategies for retaining your best workers and even predicting which applicants are most likely to stay long-term.

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How to Craft Job Postings That Boost Applicant Flow

Sourcing is a constant battle in the hospitality industry. Looking to build the best team and recruit the top restaurant talent? Sprockets has you covered.

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How Personality Assessments Empower You to Hire Ideal Caregivers

Taking a scientific approach to caregiver hiring
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performance and retention. Personality tests,
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combine natural language and artificial
intelligence to predict an applicant’s likelihood
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Happy c-store owner in front of her business

4 Reasons Why You Don’t Need Convenience Store Recruiters

4 Reasons Why You Don’t Need Convenience Store Recruiters 1016 528 Sprockets

It may be tempting to utilize convenience store recruiters and hire anyone that applies, especially when you have a shallow applicant pool. While that may seem like the best solution, that tactic will only propel you further into an endless cycle of costly employee turnover. See, you don’t need more applicants — you just need the right ones. 

Save your money and reduce your reliance on applicant flow. We’ll discuss how you can grab job seekers’ attention before your competitors, identify whether or not they are a good fit, and retain your high-quality hires long-term. 

The True Cost of Hiring the Wrong Employee

At a whopping 150%, c-store employee turnover is the highest it’s been since 2012! If you want to build reliable teams who will foster a happy, productive environment, then it’s crucial to hire the right people from the start. Quality over quantity is key since one poor hire can cost your c-store more than $5,000, according to Cornell’s Center for Hospitality Research. Luckily, this expense is easily avoidable if you know how to leverage the resources already at your disposal. 

Say Goodbye to Convenience Store Recruiters and Start…

1. Optimizing Job Postings

How can you make your job opening stand out amongst millions? Put yourself in your applicants’ shoes. Be specific, clear, and concise. Postings with 300 words or less get more applicants, according to LinkedIn. An effective job posting includes an accurate title, required skills, qualifications, company’s culture, mission, core values, and salary details. In fact, 67% of job seekers are more likely to apply for a position when a salary is included. Remember, the quality of your job posting will attract similar quality applicants.

Tip: Get hours back in your day by posting to multiple job boards at once with Sprockets!

2. Hiring for Coachability 

Sometimes, the best hires are the ones who don’t have direct industry experience. You can easily train someone to operate a cash register or prepare food, but you cannot teach them soft skills like coachability. Ask specific questions during the interview process to gauge an applicant’s soft skills. For example, you might ask “Explain a time when you failed to meet expectations. How did you persevere?” to understand how they receive feedback. It’s better to hire for attitude and train for skills. 

3. Maintaining Employee Engagement

C-stores with engaged employees are 22% more profitable than those with unengaged associates. Despite this not-so-shocking fact, 66% of workers aren’t fully engaged at their workplace, leading to a reduction in productivity and employee retention. Ensure your c-store associates feel appreciated (and engaged!) by conducting team-building exercises. Simple games like two truths and a lie instills trust and camaraderie amongst your associates. Plus, having a friend at work is proven to increase employee engagement. 

4. Predicting Applicant Success 

Top brands trust Sprockets’ solution to help them hire and retain the best applicants every time. The platform is proven to boost employee retention by an average of 43%. There’s no need for c-store recruiters because our simple one through ten scoring system (ten being the perfect fit) makes it easy to see who will succeed and stay long-term. Sprockets’ users even spend 37% less time on the hiring process, empowering them to focus on daily operations.

“I’m able to be selective instead of just taking anybody that applies.”

– Sprockets Customer

Hotel front desk staff happily helps two guests.

Enhance the Guest Experience at Your Hotel With These Terrific Tips

Enhance the Guest Experience at Your Hotel With These Terrific Tips 1016 528 Sprockets

Think back to your best hotel guest experience. What did you enjoy about your stay? What, specifically, made your time at the hotel memorable? Maybe you forgot some basic toiletries, and the staff provided you with complimentary products. Or maybe the front desk employee struck up a conversation that really resonated with you. These small, but meaningful details are the difference between a good and great stay. Avoid the dreaded hotel horror story and learn how to enhance the guest experience at your hotel with these three tips. You’ll even discover how our hiring platform can increase staff retention by an average of 43%.

 

Importance of the Guest Experience in Hotels

Guest satisfaction in the hotel industry is crucial. Good hoteliers should constantly think about how to improve the hotel guest experience as it is pivotal to maintaining your brand. Excellent experiences leave guests happy, drive customer loyalty, and increase revenue. In fact, one study found that positive online reviews significantly increase the number of bookings at a hotel. When guests are happy with their stay, the next time they need to book a vacation or travel for work, they’re more likely to return to one of your locations. If they feel they had an exceptional experience, they may even recommend your hotel to a friend, coworker, or family member. 

The same study found that word of mouth from a “good friend” can outweigh the opinion from the online majority. But beware, the same is true for negative experiences — which can severely damage your brand’s reputation — as a friend’s opinion can outweigh a majority of positive online reviews. 

How to Improve the Hotel Guest Experience

Be sure to take the time to really wow your guests. This could be their first lodging experience since the COVID-19 pandemic. Follow these three tips to ensure a smooth, satisfied hotel guest journey. 

1. Hire Hotel Staff for Fit 

Of course, enhancing the guest experience at your hotel starts with your employees. They are the foundation of your business, and without a strong foundation, your hotel could easily crumble under pressure from industry challenges. 

Hiring for fit focuses on job seekers’ mental makeup, rather than their industry experience. You may want to hire people who are empathetic, outgoing, and adaptable for your hotel. Consider asking applicants specific questions during the interview process to evaluate whether or not they will mesh well with the rest of your staff. 

Tip: Use Sprockets’ hiring solution to reveal which potential hires are the right fit for your hotel based on shared personality traits between applicants and your current top performers, empowering you to retain a strong, cohesive staff that will stay long-term.

 

2. Personalize Each Guest’s Experience

Once you have the best staff for your hotel, train them to personalize each guest’s experience. This is especially important for your front-desk staff as they are likely the first hotel employee your guests will see. Encourage your team to strike up a conversation (another reason why hiring for fit is important!). This could be as simple as asking where they are from, what their plans for their stay are, or offering restaurant recommendations. When they check out, you might even follow up on the chosen topic. Regardless, you want your interaction to be memorable so your guests can see your staff truly cares about the quality of their hotel experience. 

3. Encourage Guest Feedback

What better way to understand how you can enhance your guests’ experiences than by asking your guests themselves? Feel free to get creative with this. For example, you might promote a campaign on your website that if your guests leave a review, they get a certain amount off on their next stay. Or maybe you simply ask them if they enjoyed their stay upon check-out. Whatever the case, be open-minded and willing to listen. Remember, not all feedback is going to be a glowing five-star review, so active listening is key. 

 

Enhance the Guest Experience by Hiring the Best Staff From the Start

Sprockets’ hiring solution empowers you to predict applicant success — before the interview and without a resume – so you can easily build long-lasting staff for your hospitality location. Check out The Essential Guide to Attracting Hourly Workers: Hotel Edition to learn how to optimize job postings to fit your ideal hire and retain high-quality staff before your competitors.

Smiling restaurant workers and text reading "How Company Culture Attracts Talent and Retains Top Performers"

How Company Culture Attracts Talent and Retains Top Performers

How Company Culture Attracts Talent and Retains Top Performers 1016 528 Sprockets

Have you ever found yourself wondering, “Why is workplace culture important?” There are numerous answers, including the fact that creating a positive workplace culture attracts talent. It can also boost productivity, collaboration, communication, morale, motivation, and even employee retention. The list goes on and on.

Although there are several benefits of having a good company culture, we’ll focus on how it helps recruit and retain high-quality employees. Read on to learn more, including how to improve company culture with our AI-powered hiring solution. It identifies which applicants will mesh well and succeed like your other top performers, empowering you to build the best teams.

Improve Company Culture to Attract and Retain Top Performers

What Is Workplace Culture?

People might have different ways to describe company culture, but it boils down to how workers behave and interact at a particular business. This includes every member of an organization, from cashiers to CEOs, and has a significant impact on employees’ attitudes. It can even affect their mental health, with toxic atmospheres leading to high levels of stress, burnout, absenteeism, and turnover.

How Workplace Culture Can Attract Applicants

You need a top-notch company culture to attract top-notch employees. Job seekers know the benefits of having a strong company culture and want to work for companies that care about the wellbeing of their employees.

As far as getting the word out about your work atmosphere, it can naturally become part of your reputation. Websites like Indeed and Glassdoor allow employees to leave reviews that influence someone’s decision on whether or not to apply. In fact, 55% of job seekers wouldn’t apply to a company with bad reviews. On the other side of the coin, having a positive culture can inspire current employees to refer friends. This is especially beneficial when a top performer brings someone on board who they already work well with.

Also, don’t overlook the importance of highlighting your company culture and core values on job postings. According to a study by Glassdoor, 79% of job seekers consider the company’s mission before applying. Just make sure to keep it brief and put this information near the top of the description because people only spend an average of 14 seconds reading a job posting before deciding to follow through with an application.

Check out our free guide on crafting effective job postings to learn more and boost your applicant flow!

How to Improve Company Culture

If you’re a new or aspiring business owner, it’s crucial that you build a solid foundation for the ideal company culture to grow. (It’s never too late to begin improving workplace culture, though.) Ask yourself these questions to get started:

  • What do I want my business to stand for?
  • How would I like employees to feel when they go to work each day?
  • What core values do I want workers to embody?
  • How can I reflect these core values and empower others to do the same?
  • Are there any teambuilding activities that would promote a positive company culture?

Additionally, provide people with a lot of support and opportunities for career growth. You should also foster employee relationships and offer mentorship opportunities. If implemented properly, new initiatives can create an enticing company culture for high-quality job seekers and make current employees actually look forward to work.

Discover Which Applicants Will Contribute to a Positive Company Culture

A single hire can drastically help or hurt your company culture, but we’ll make sure you select the best applicant every time. Sprockets’ AI-powered solution reveals which potential hires share personality traits with your top performers, ultimately predicting who will succeed and mesh well with the current team. Our software is trusted by top brands and proven to reduce costly employee turnover.

Get your free demo today to start improving company culture and employee retention!

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Stressed manager sitting at her desk with words below reading: My Best Employee Quit...Now What?

My Best Employee Quit…Now What? Everything You Need to Know About Replacing a Top Performer

My Best Employee Quit…Now What? Everything You Need to Know About Replacing a Top Performer 1016 528 Sprockets

Employers are feeling immense pressure to promote job satisfaction and retain their staff members. However, when a top performer leaves your business, it can feel like the end of the world. So, what should you do when your best employee quits? In order to keep productivity steady, you will need to quickly replace this worker with a quality alternative. 

Continue reading to learn how to replace your top performer without sacrificing valuable resources. Plus, discover the solution that is trusted by top brands like Taco Bell to predict applicant success, empowering you to hire more people like your best workers.

 

 

Why Do Top Performers Leave?

Top performers leaving their organization is becoming more and more common. As of 2014, an Oxford Economics study found that one in five high-performing employees will quit in the next six months. It’s important to understand their reasoning so you can better prepare for when one of your best employees leaves. Of course, we encourage you to have a discussion with your top performer regarding their specific reasons for exiting to gain the best possible insight. Hear out their concerns and try to honor any reasonable requests. Common reasons why top performers quit include but are not limited to: 

1. Lack of Flexibility

The pandemic has changed the way we work. Some staff members, especially top performers, no longer feel that their job’s pressure is worth their salary. Your best employees are often high-achievers and therefore seek opportunities for growth. They’re looking for better benefits, work flexibility, and appreciation for their contributions. 

2. Burnout

Between the ongoing pandemic and labor crisis, a recent study found that 52% of workers are experiencing burnout. This stress mixed with exhaustion can lead to unhappiness, poor mental health, and increased employee turnover.

3. Poor Management 

Even top performers struggle. After all, they are only humans. However, if there is mutual respect and understanding in the workplace, they are less likely to leave. Check out this blog to learn strategies for managing and motivating top performers.

My Best Employee Quit: What’s Next?

Although losing talented staff members is inevitable, today’s digital environment allows you to find job seekers that possess the ideal qualities your company desires. Software solutions like Sprockets help you identify similar individuals

Our AI-powered platform uses a simple, three-question survey to benchmark the specific characteristics that make your current best workers so special. Job seekers take the same easy survey and receive a “Fit Score” between one and ten. The closer to ten, the more likely it is that an applicant will perform like a company’s best staff member. When your best employee leaves, Sprockets’ solution will help act quickly in a labor market that is snatching up top performers at a rapid pace. It’s even proven to increase retention by 43%, on average.

 

A sales team happily discussing strategies.

5 Ways To Motivate and Manage High-Performing Employees

5 Ways To Motivate and Manage High-Performing Employees 1016 528 Sprockets

If you manage a fast-paced business, high-performing employees are the glue that holds difficult days together. They’re independent, efficient, and reliable workers that embody your business’s values and work ethic. In some ways, they manage themselves, but when high performers struggle, they need as much support as anyone else. 

So, how do you manage your top performers differently? Continue reading to learn how to tailor your management styles to keep them happy and productive. Plus, discover how to Instantly identify which applicants will succeed like your current top performers with Sprockets!

 

 

How to Manage High Performing Employees

1. Provide Specific Praise

Simple thank-you’s only go so far. Your high-performing employees have skills that most likely go beyond their job description. Consider setting aside time for one-on-one check-ins. Let them know how their hard work impacts areas of the business outside of their department and give specific examples — don’t just make that an end-of-day habit. With 52% of workers suffering burnout, giving your high performer productive feedback will lift their spirits and encourage them to continue forward.

2. Give Them Tools to Grow

Your top employees might dominate their given roles, but when they show interest in something else, support it. As highly-driven people, they crave growth and exciting opportunities. Motivating high performers with clear career pathways shows them you care about their future. You’re investing as much time and effort into them as they do in your company. 

3. Seek Their Input

Even if you’re more experienced than your high-performing employees, they may have some insights unique to them and their positions. By seeking out and rewarding high performers for their input, you’re communicating their value. Plus, you’re fostering personal and company-wide growth which leads to an improvement in employee performance.

4. Be Flexible

Remember that your most-trusted employees earned your trust for a reason. Your high-performing employees may have developed different, yet more effective, ways of accomplishing tasks. Praise their ingenuity and resist the urge to micromanage. By allowing high performers to invest their talents into their roles, you’re encouraging increased employee engagement. According to Gallup, businesses with high employee engagement are over 20% more profitable than businesses with low engagement.

5. Offer Your Support

Topping the list of what high performers want at work is like-minded colleagues. They want a team of people that will succeed like them. That way, top performers can spend more time developing strong work relationships, new ideas, and healthy competition — factors that drive growth — instead of compensating for lower-performing co-workers.

Replicate Your Top Performers

To find more high-performing employees, integrate the power of Sprockets into your hiring process. Our AI-powered platform empowers you to predict applicant success before the interview and without a resume. Plus, Sprockets’ Applicant Matching System is trusted by top brands like Taco Bell and Wingstop to build strong, cohesive teams that will stay long-term.

 

A smiling worker in an apron and text reading "5 Personality Traits of a Top-Performing Employee"

5 Personality Traits of a Top-Performing Employee

5 Personality Traits of a Top-Performing Employee 1016 528 Sprockets

What are the qualities of a good employee? Before you make your next hire, you should know what to look for in a good candidate so that you don’t need to replace them anytime soon. Instead, you can watch as your new employee helps your business grow. That way, you can reach your business goals and expand the team with even more top-notch workers. Read on to learn more about some traits of top-performing employees, including tips on how to identify them in applicants.

Note: The best personality traits for employees vary depending on the industry, role, and even other team members. We’ve listed a few common characteristics below, but we recommend finding out which personality traits are ideal for your business before making any hiring decision. 

Our AI-powered solution can reveal what makes your current top performers tick and identify which applicants share those traits, predicting their likelihood of success and boosting employee retention by 43%.

What Are the Traits of a Great Employee?

They’re Self-Starters

One of the top five characteristics of ideal employees is that they’re self-starters. They can take on a new project without you having to tell them to do something. This is one of the best employee attributes because you don’t have to assign tasks, allowing you to focus on other important daily operations. If you don’t want to micromanage your team, ask candidates if they have this trait before hiring (or use Sprockets’ Applicant Matching System).

They’re Positive

Another common characteristic of good workers is that they’re positive. Now, everyone has bad days, but employees should have a good outlook most of the time. Having a positive mindset is one of the traits of high performers, so it’s worth trying to uncover this soft skill in interviews as well. Consider asking applicants how they’d handle a stressful situation to determine if they have this positive mindset as well as other qualities of a good employee.

They’re Trustworthy

Next on the list of perfect employee traits is trustworthiness. Trust is one of the most crucial traits of a great employee because you can’t always watch over them. You put a lot of faith in your employees, especially when hiring for management and leadership roles. You need to know that they will have the team and company in their best interest. Keep this in mind when hiring and promoting employees.

They’re Adaptable

Adaptability is another one of the most vital traits of an excellent employee. You have a plan for your business, and your employees may have plans for how to do their daily work. However, unexpected issues inevitably happen, and good employees will be able to adapt to meet your company’s needs. Be sure to look for someone who’s adaptable, especially if they have other high-performing employee traits.

They’re Team Players

Another significant trait to look for when evaluating the qualities of outstanding employees is the ability to work with others. Even if your employees conduct the majority of their work individually, they also need to be team players. Almost everyone will come across tasks that require collaboration. If your employees can’t help each other, it could affect your entire company, negatively impacting morale and even sales. Make sure your crew members are always ready to lend a helping hand so that they can work well together.

Take the Guesswork out of the Hiring Process

Find out which candidates have the ideal personality traits — before the interviews — by using Sprockets’ AI-powered hiring solution! Our platform predicts who shares key traits with your current top performers, predicting applicant success and enabling you to make smarter hiring decisions. It’s proven to work and trusted by top brands like Taco Bell, Buffalo Wild Wings, and Bojangles.

Get a free demo today to start hiring the best applicants every time, ultimately reducing costly employee turnover.

A breakdown of how Sprockets' Applicant Matching System works with applicant images and fit scores
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How to Improve the Hiring Process: 4 Best Practices

How to Improve the Hiring Process: 4 Best Practices 1016 528 Sprockets

You’re in desperate need of additional crew members at your restaurant. Despite your recruitment efforts, it seems like nothing is working. This hiring headache is keeping you up at night; you can’t remember the last time you slept a full eight hours. When one person finally applies, you hire that individual on the spot. 

Desperate times call for desperate measures — or do they? Amidst a severe labor shortage, you might be tempted to hire any applicant. However, it’s crucial to be selective during the hiring process, even if it means turning down a potential hire. Why? You need to break the costly cycle of employee turnover in order to improve your hiring process, and that starts with hiring the right individuals.

 

 

How to Improve the Hiring Process

So, what is the best hiring process? While there isn’t a one-size-fits-all answer, (though wouldn’t that be nice?), it’s imperative to have a strong hiring plan so you can be selective; only hire individuals that you know will stay long-term, and boost employee retention. We’ve compiled a list of hiring process tips you can easily implement to improve your hiring process.

1. Stop Allocating Resources to Recruitment

Redirect your efforts from recruiting to finding the right fit. The best individual for your open manager position might actually be one of your current top-performing employees. Consider internal hiring – a best practice that’s commonly overlooked but well-worth the focus. Promoting employees from within shows that you care about their future, thus boosting employee engagement. Especially now, people don’t just want an hourly job – they want a career. Plus, internal hires save you time and thousands of dollars in hiring expenses.

2. Prioritize Soft Skills Over Industry Experience

If you choose to hire externally, resist the urge to hire solely based on a resume or an applicant’s experience. According to a recent survey, 97% of employers said soft skills — like growth and leadership — can be more important than direct experience. These are crucial when analyzing whether or not an individual will stay at your business long-term because soft skills indicate employee longevity. Here are some examples of questions you can ask to analyze an applicant’s soft skills:

  • Adaptability: Tell us about something you were asked to do that you have never done before. How did you react, and what did you learn? 
  • Collaboration: Can you give us an example of when you had to work with someone who was difficult? How did you handle the situation? 

3. Implement Hiring Technology

When it comes to improving hiring practices, technology is not an option – it’s a requirement. Recent innovations like AI screening tools can dramatically reduce time spent on the hiring process, therefore improving your (and your employees’) work-life balance and mental health. To learn which technology is the right fit for your business, check out our free Must-Have Hiring Tech Guide.

 

4. Optimize Job Postings

There are 11 million job openings in the U.S., so it’s important to take the time to craft effective job descriptions. Be sure to include an accurate job title, overview, responsibilities, qualifications, and competitive pay. Remember, the more engaging and descriptive your posting is, the more likely applicants will take the time to apply. And, if you have the bandwidth, consider promoting your job posting on social media platforms like LinkedIn, Facebook, Twitter, and even TikTok

The Benefits of Better Hiring Practices

Essentially, when you make these simple changes, you’ll maximize the productivity of your own hiring process. This will naturally lead to higher employee morale and retention. You’ll save thousands of dollars so you can allocate resources to daily operations or other work-related tasks. Say goodbye to long days, and say hello to more time spent with loved ones. 

Complete All Four Hiring Practices With One Solution: Sprockets

Trusted by top brands like Dairy Queen, Visiting Angels, and Planet Fitness, Sprockets’ AI-powered platform understands which characteristics make your best employees great and assigns each top performer a Fit Score of one through ten. Our Applicant Matching System then reveals which potential hires are most like your current top-performing employees, ultimately empowering you to make smarter hiring decisions every time. Plus, our solution is proven to boost 90-day employee retention by an average of 43%. 

 

 

Sprockets' AI Screening Tools

How to Use AI Screening Tools to Boost Employee Retention

How to Use AI Screening Tools to Boost Employee Retention 1016 528 Sprockets

Between navigating a pandemic, labor crisis, and shallow applicant pools, the hiring process has been stressful for many owners and operators. However, those that choose to hire and retain employees with AI screening tools like Sprockets continue to see long-term success despite these challenges. Continue reading to understand the many benefits AI hiring software has to offer. Plus, discover the solution that is proven to increase employee retention by an average of 43%.

 

 

How AI Screening Tools Are Used in Recruitment

Research shows that artificial intelligence can significantly reduce time spent on the hiring process and improve the quality of applicants hired. For example, hiring managers spend 40% of their work day sifting through resumes and entering data into an Applicant Tracking System (ATS). The role of AI in the hiring process is to efficiently take on daily operations so you can spend more time interacting with people – conducting interviews, helping employees, and talking to customers. Ultimately, you’re able to shift your focus while saving valuable resources. 

Make Smarter Hiring Decisions From the Start 

Smarter hiring decisions lead to an increase in employee retention. So, how exactly can you make more informed hiring decisions? The answer begins with recruiting the right people. Although many businesses are facing a shallow applicant pool, it is possible to be selective and hire high-quality applicants. Powered by AI, Sprockets’ Applicant Matching System reveals which potential hires will perform like your best employees, empowering you to predict applicant success before the interview and without a resume. It’s basically like replicating your top performers! 

How Does This AI Assessment Tool Work? 

Screening with AI begins with your current best employees. Sprockets creates a unique Success Profile for each top performer and uses these scores as benchmarks for incoming applicants. Potential hires answer three simple questions – think of this as a shortened pre-employment screening assessment – which our technology then evaluates using AI, natural language processing, and over 50 years of psychological research. Incoming applicants receive a “Fit” Score one through ten. The closer an applicant is to ten, the higher the likelihood of success. 

Our AI hiring tool is trusted by top brands like Taco Bell, and proven to work. On average, Sprockets’ users see a 43% improvement in 90-day employee retention, 37% less time spent on the hiring process, 22% reduction in annual employee turnover, and $10,000 saved in operating costs over three months. 

Streamline Your Hiring Process With These BONUS Features

1. Background Checks

Our AI-powered platform integrates seamlessly with ClearChecks so you can reduce liability and verify information all in one place. Hire with complete confidence and receive 50% off background checks, compared to leading providers. This additional feature is an extra way to put your mind at ease. We’ll check your applicants’ past and predict their future. You’ll have all the information you need to make smarter hiring decisions.

2. Work Opportunity Tax Credits

Boost your ROI and maximize your tax relief with Work Opportunity Tax Credits. Our platform easily identifies which applicants qualify for tax credits (in addition to who will stay long-term). Plus, you can save up to $9,600 for every eligible applicant with our seamless WOTC integration.

Become Our Next Success Story

A 50+ location Bojangles franchise group struggled with high employee turnover until we increased their retention from 63% to 95% in just 90 days. Our Applicant Matching System accurately predicted new hire success to reveal the ideal fit for each location. This ultimately resulted in an ROI of 14x with over $134,000 in savings!

 

Bojangles Case Study about improving retention
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.