Stop Recruiting and Start Finding the Right Fit

A man washing dishes with text reading, "Hard Skills vs. Soft Skills: What Truly Matters in the Workplace"

Hard Skills vs. Soft Skills: What Truly Matters in the Workplace

Hard Skills vs. Soft Skills: What Truly Matters in the Workplace 1016 528 Sprockets

A business is only as good as its employees, so how do you build the best team possible? The answer is simple: Find applicants with the ideal combination of hard and soft skills. It’s easy (although time-consuming) to simply filter through resumes based on specific criteria like education and industry experience. This may prove effective for finding people who can fulfill their roles and do the bare minimum, but it’s only a small piece of the puzzle. 

We challenge you to go beyond the resume to gather a group of people who will go above and beyond as individuals, and most importantly, as a team. Learn what we mean by hard skills vs. soft skills and discover how you can use Sprockets’ AI-powered platform to easily identify the ideal applicants!

Hard Skills Versus Soft Skills in the Workplace

What’s the Difference Between Hard and Soft Skills?

While hard skills (also known as technical skills) show an applicant’s ability to perform certain tasks, soft skills are the personality traits that reveal how they’ll behave in the workplace. They can be more difficult to pinpoint than hard skills, which are easily measurable, but finding employees with the right set of soft skills has a direct impact on the performance of your business.

Examples of Hard Skills:

  • Computer Programming
  • Graphic Design
  • Marketing
  • Sales
  • Video Production

Examples of Soft Skills:

  • Adaptability
  • Communication
  • Collaboration
  • Creativity
  • Leadership

Why Are Soft Skills Important?

An applicant is more than a resume — they are a person with their own unique goals, interests, and personalities. While a potential hire might possess the right skills on paper, they might not mesh well with your team or company culture and end up leaving after a month. Then, you have to start the hiring process all over again, costing you valuable time and money. (That’s definitely not a budget-friendly recruitment strategy.) Avoid potential headaches, expenses, and lost productivity by making soft skills a major part of your recruitment strategy. They’re often more important than hard skills!

See Which Applicants Have the Ideal Soft Skills

Someone on a laptop hiring hourly employees with SprocketsYou essentially have two options when it comes to identifying soft skills: Ask applicants specific questions during the interview process and rely on your gut feeling or use Sprockets’ AI-powered solution to measure over 50 personality traits for you! Our Applicant Matching System predicts success by evaluating potential hires based on the mental makeup of your current top-performing employees. You’ll see simple “fit scores” from one to 10 and know who you should hire even before the interview!

Person holding a phone with core values surrounding it. Below the image, text reads "How to Promote Your Company's Core Values to Attract Applicants"

How to Promote Your Company’s Core Values to Attract Applicants

How to Promote Your Company’s Core Values to Attract Applicants 1016 528 Sprockets

Before we dive into company core values, it’s important to understand what attracts candidates to a company in the first place. Some people may say competitive wages, benefits, or even flexible schedules. However, according to a recent survey conducted by Glassdoor, 79% of job applicants would consider a company’s mission and purpose before applying. Company culture and values are even more important amongst millennials and the Gen Z generation. The survey found that more than half of the participants valued company culture over salary.

Easily uncover applicants who are the ideal fit for your business with Sprockets! Our AI-powered platform reveals which applicants will perform like your best employees based on shared personality traits.

What Are Company Core Values?

Company core values are deeply ingrained principles” that guide a company’s actions. In other words, they are businesses’ core beliefs all employees must follow and uphold. For example, company values here at Sprockets include equality and diversity. Both our platform and employees strive to eliminate bias and connect people to possibilities. 

What Are the Best Company Core Values?

There’s no template set-in-stone for  good core values a company should follow. Every business is unique in its own way. Rather than copy another company’s core values, it’s best to be authentic and honest when establishing your company’s core values. For example, if one of your core values is teamwork, your employees’ behavior and company culture  should reflect that. How do your employees work together as a team? Why do you value teamwork? 

How to Promote Company Core Values

In terms of employer branding and recruitment, you must promote your company’s core values to attract applicants who also share those beliefs. It’s clear job seekers want more meaningful experiences from companies whose values align with their own — this is especially important for hiring managers. Once you have established your company’s core values, you’re more likely to find the right fit when building your team. This can lead to a boost in company morale, employee retention, and overall productivity. 

Job Posting

Make sure you highlight your company’s core values in job postings. You’d be surprised how many companies forget to include their company values, so this is your chance to get ahead of the competition!

Social Media

LinkedIn, Facebook, and other social media platforms are great resources for promoting your company’s core values. Be creative! Post a picture of your employees exhibiting a specific core value. Create a video speaking about your core values and why they matter. Whichever medium you choose, remember to be authentic. 

Interview Question

Be specific during all of your interviews. Ask applicants certain questions to gain an understanding of their values. If they align with your company values, great! They might be a fantastic addition to your team. If they don’t align with your core values, however, you might want to move on to another candidate. 

Make a Donation

Whether you choose to donate money or time, actively supporting your company’s core beliefs sets your company apart from others. 

Predict New Hire Success With Sprockets!

See which applicants will perform like your best employees. Our brief, three question survey reveals everything you need to know about candidates before the interviews, eliminating wasted time and moneySprockets’ solution is proven to improve retention by 43%, allowing owners and operators to focus on daily operations, (like improving company culture and core values).

A student at a career fair with text reading, "5 Best Practices for Recruiting College Students"

5 Best Practices for Recruiting College Students

5 Best Practices for Recruiting College Students 1016 528 Sprockets

If you’re struggling with staffing challenges, the solution might be closer than you think: local colleges. They are often overflowing with potential hires who are eager to find seasonal work or accept a full-time position shortly after graduation. However, recruiting college students might be more complicated than you think. It’s important to follow these best practices to ensure you find the best employees for your business.

Of course, you can always just use Sprockets to quickly stabilize staffing levels. Our AI-powered platform augments sourcing and reveals the best applicants without any stress, guesswork, or wasted interview time.

The Ultimate Guide to Recruiting College Students

1. Know Your Audience

Recruiting 101: You need to think like your target audience to advertise opportunities effectively. While people of all ages could be college students, the majority of them are members of Generation Z. So, what do Gen Zers want in a job? 

First of all, you can take the word “job” out of your vocabulary. They are searching for careers with growth potential. While 76% of surveyed Gen Zers said they’re willing to start at entry-level positions, 64% also said the opportunity for growth is one of their top priorities when selecting a workplace. Make sure you offer them chances to climb the ladder and promote this in your job description, along with the pay rate, benefits, and workplace culture. These are among the top details job seekers want to see.

2. Engage With Local Schools

Don’t simply post on Indeed or other popular job boards and wait patiently for people to apply. Take the initiative of engaging with nearby colleges and universities! This can take many forms, including attending career fairs and speaking with students, posting information on bulletin boards, and networking with school staff who might know potential hires. 

3. Use Social Media

Many college students are tech-savvy and spend time on various social media platforms. They’re not just chatting with friends and sharing pictures, though. These websites may also be where they read the news and network with peers or industry professionals. Use this to your advantage by creating profiles for your business and maintaining a consistent social media presence. 

We also recommend running paid ads on these websites to attract potential applicants. It can actually be more cost-effective than paying for job boards (unless you’re using Sprockets to avoid these fees!)

4. Prioritize “Fit”

Don’t be overly concerned about industry experience, especially with college students. Applicants with no experience can turn out to be the best hires! It’s much more important to focus on an applicant’s personality traits and “soft skills” to ensure they’ll mesh well with the team and thrive in the work environment.

5. Use Sprockets to Reveal the Ideal Applicants

A staff meetingDon’t worry if you’re too busy to create a college recruitment strategy and read through a pile of resumes. Sprockets can handle the heavy lifting of the hiring process! Our sophisticated solution lets you post jobs for free to several websites and reveals which applicants are most likely to succeed. It’s like replicating the talent of your current top-performing employees!

Schedule your free demo today to live a life with less turnover, ultimately saving you thousands of dollars each year.

A man typing on a keyboard and text reading "Improve Employee Retention With Artificial Intelligence"

How to Improve Employee Retention With Artificial Intelligence

How to Improve Employee Retention With Artificial Intelligence 1016 528 Sprockets

Did you know that the average cost of losing an employee can be more than $5,000, according to a study conducted by The Center for Hospitality Research at Cornell? This includes costs associated with pre-departure, recruiting, selection, training, and lost productivity. Plus, you have to consider the amount of time this whole process wastes when you could focus on important daily tasks instead.

Luckily, there are tools available that can improve employee retention with artificial intelligence! Sprockets, for instance, provides a user-friendly platform with a whole suite of sophisticated, AI-powered solutions. It predicts which applicants are the most likely to succeed and stay long-term, helping you build better teams from the start and reduce costly employee turnover.

Sprockets: Improving Employee Retention With Artificial Intelligence

How It Works

The way Sprockets works is simple. First, it creates a benchmark for success based on the personality traits of your current top-performing employees. Each incoming applicant is then evaluated with that unique success profile, allowing the Sprockets software to identify shared characteristics. Then, you can select the candidates with the highest “fit scores.” It removes the guesswork and reduces the number of interviews necessary to find the ideal employee.

Plus, the Sprockets platform includes free job posting to websites like ZipRecruiter and Snagajob ($400 value), reveals which applicants would provide Work Opportunity Tax Credits, and offers virtual recruiters who send instant alerts when a match has been found!

The Benefits

Owners and operators, especially in fast-paced industries with high rates of turnover, don’t have nearly enough time to search for applicants. That’s what makes Sprockets so essential. It’s the missing ingredient in your hiring process, empowering you to find and retain the best workers with less effort and resources. Here are the results that Sprockets users enjoy, on average:

  • 43% improvement in 90-day employee retention
  • 37% less time spent on the hiring process
  • 22% increase in annual employee retention

Success Stories

So, you know that our solution is powered by AI and proven by data. Now, it’s time to see what others have to say about Sprockets! These are only two of the many testimonials we’ve received from happy customers:

“We’re pleased with the investment, and we are absolutely going to continue to [use Sprockets] because it cuts down the amount of time we would spend on bad interviews.”

– Michael Mann, General Manager, Chick-fil-A

“The onboarding process was extremely easy. It was fast and very professional. I can’t think of a single problem or glitch that we had. As far as [Sprockets] being trustworthy, I would give that a giant stamp of approval.”

– Alecia Pineo, Owner, Visiting Angels

Match, Hire, and Retain Top Performers

The Sprockets platformStart improving your employee retention with Sprockets! It removes the guesswork from the hiring process, making it simple to select the ideal applicants and stop the cycle of costly turnover. You’ll even get access to free job postings, tax-credit experts, and virtual recruiters to source and screen candidates more effectively.

Schedule a brief demo now to see how Sprockets can improve your retention by 43%!

Someone on a laptop with text reading "An Overview of Pre-Employment Assessments"

Why You Need Pre-Employment Assessments in Your Hiring Process

Why You Need Pre-Employment Assessments in Your Hiring Process 1016 528 Sprockets

Pre-employment assessments are helpful hiring tools for a variety of reasons: They can predict an applicant’s ability to perform tasks, give insight into how they’ll interact with co-workers and customers, and enable managers to make more informed decisions. Plus, these tests potentially remove bias from the hiring process and reduce the time it takes to identify the ideal candidates.

Sprockets is a particularly effective solution with unique pre-employment assessments that reveal the best applicant even before the interview. Our AI-powered platform features a sophisticated applicant matching system that finds the common thread between your top performers and potential hires, empowering you to build better teams and improve employee retention by an average of 43%!

An Overview of Pre-Employment Assessments for the Hiring Process

Pre-employment assessments vary, covering everything from hard skills (experience) to soft skills (personality traits). There are generally five types of tests. These include:

1. Hard Skills Tests

These assessments measure the technical expertise of the candidate in a particular subject area or industry. Recruiters and hiring managers often use these to weed out applicants who do not have the minimum required skills for the job.

(Be careful with these, though, because applicants with no industry experience can actually be the best hires!)

2. Work Sample Tests

Work sample tests help you understand a candidate’s potential effectiveness in the workplace by mimicking events that would occur on the job. They are useful for predicting performance since you get a more realistic preview of how they would behave on a day-to-day basis at your company.

3. Interview Assessments

Of course, there’s always the traditional interview assessment to determine job fit. This crucial step in the recruiting process is an opportunity to test both hard skills and soft skills as well as meet the candidate in person.

There are typically two general ways to conduct interviews: structured and unstructured. Structured interviews allow every applicant to answer the same set of questions in the same order. This can reduce bias and maintain the consistency of data used to evaluate candidates.

On the other hand, unstructured interviews simply aim to build rapport between the interviewer and the candidate. The unstructured format allows more freedom for the conversation to flow naturally. This is typically the better option when evaluating applicants for positions and industries that involve customer service, like home health care and quick-service restaurants.

4. Cognitive Ability Tests

Cognitive ability tests improve the recruiting process by enabling you to assess a candidate’s decisions during an unexpected situation. This is done using “game-based” assessments, which test cognitive skills in a faster, efficient, and user-friendly way.

5. Personality Tests

You can also use personality tests to hone in on specific characteristics that contribute to an applicant’s soft skills, like communication, teamwork, and work ethic. Sprockets’ three-question surveys, for instance, use natural language processing to measure over 50 different personality traits!

Predict Applicant Success With Pinpoint Precision

A man on a laptop doing a pre-employment assessmentImprove employee retention, reduce the costs of turnover, and build better team cohesion with Sprockets! Our AI-powered solution has all the ingredients for the optimal hiring process, including sophisticated pre-employment assessments. Sprockets uses brief surveys to find out what makes your top performers tick, and then it evaluates incoming applicants with that benchmark. You’ll instantly see “fit scores” that indicate who has the highest likelihood to succeed and stay long-term.

Numerous business owners from top brands, like Chick-fil-A and Visiting Angels, trust Sprockets to hire the best candidates. Curtis Wilhelmi of McDonald’s says, “It’s a no-brainer!” Schedule a demo today to discover the ideal applicants and start enjoying the same success.

Two happy men with text reading "3 Signs That Applicants Are the Right Fit for Your Team"

How Do I Know If an Applicant Is the Right Fit for My Team?

How Do I Know If an Applicant Is the Right Fit for My Team? 1016 528 Sprockets

It may seem impossible to identify the ideal applicants, especially when you can’t dedicate much time to the hiring process, but it becomes easier when you know what signs to look for. Don’t rely solely on resumes and cover letters. You might waste time on poor interviews and increase costly employee turnover due to bad hires.

Instead, pay close attention to indicators that suggest who will be the right fit for your team. You can also use the AI-powered solution that’s trusted by numerous business owners and managers: Sprockets. It reveals which applicants share personality traits with your current top performers, empowering you to make better hiring decisions and improve employee retention.

3 Signs That Applicants Are the Right Fit for Your Team

1. Genuine Enthusiasm

When it comes to determining job fit, excitement and enthusiasm are crucial. However, this can be challenging to identify at first because most applicants will come to you in an enthusiastic manner. You may attribute this to putting on a fake persona to land the job, while other times, it’s genuine.

So, how can you tell who is really enthusiastic about becoming a member of your team? The first thing to look for is how they approach the initial interview. Is the conversation one-sided, where you do all the talking, or are they truly engaged and show interest? You can also listen closely to how they speak about previous positions and workplaces. These can be major indications of how their behavior will be if they end up working for you.

2. Company Culture Fit

If you’re hiring for fit, then you absolutely need to take your company culture into consideration. Just make sure you meet with your leadership team beforehand to clearly define your ideal workplace culture. This makes it easier to create a list of personality traits to look for in candidates.

Let’s take collaboration as an example. If you value open communication and teamwork, then hiring someone who mentions that they prefer working alone may not be the best move. It would be a lose-lose situation for them and your entire team.

3. Enjoyable Interview

It can feel repetitive and tedious to conduct several interviews for an open position. So, it’s always a pleasure to meet an applicant that makes the interview an enjoyable experience. It’s a positive sign when the conversation is constructive, productive, and flows naturally. That’s typically someone you want to bring onto your team, especially if the role involves customer service. This is incredibly important because there are many candidates who check all the initial boxes but are not personable.

Note that this does not mean you should hire purely based on this aspect of the interview only since nerves often play a part in an applicant’s first impression. It should just be taken into consideration if you are ever conflicted between choosing one candidate or another.

Let Sprockets Find the Right Fit for You

Someone on a laptop hiring hourly employees with SprocketsIt’s challenging to find the best applicant, even if you look for the right signs throughout the hiring process. Luckily, Sprockets can do the heavy lifting for you with the power of artificial intelligence and natural language processing.

Sprockets reveals what makes your top-performing employees tick and evaluates incoming applicants based on that benchmark. You’ll be able to see who has the highest likelihood to succeed and stay long-term with the click of a button, ultimately reducing costly turnover and enabling managers to focus on daily operations. It’s trusted by numerous happy customers and proven to increase employee retention by 43%!

A line of people with resumes and text reading "The Importance of Industry Experience vs. Mental Makeup"

Industry Experience vs. Mental Makeup: Which Is More Important?

Industry Experience vs. Mental Makeup: Which Is More Important? 1016 528 Sprockets

Have you ever wondered what the best employees have in common? Do they possess specific industry experience, or do they share a particular mental makeup? Why do they stand out among their colleagues? And, is it possible to predict which applicants will be top performers before you hire them? Get the answers to all of these questions, and find out how to identify the ideal candidates!

Industry Experience vs. Mental Makeup

Industry Experience

It’s difficult to dispute that industry experience can be a critical factor in determining an employee’s success. That’s why many hiring managers and recruiters seek applicants who have a certain level of education and level of proficiency in “hard skills” or technical knowledge, depending on the role. 

These workplace skills are significant when hiring workers for your company since you want to hire workers who are well-equipped to handle the job at hand. (However, applicants with no experience can actually be better hires!)

Mental Makeup

On the other hand, mental makeup refers to the mindset or attitude of a person in regard to various circumstances. This is often understood as a set of “soft skills” that an employee possesses in the business world. Some of the most common and sought-after soft skills include communication, critical thinking, leadership, positive attitude, teamwork, and work ethic.

While industry experience can be critical, a preferable mental makeup potentially leads workers to a higher level of success in any role, making it essential to consider when hiring applicants. Consider asking specific questions that evaluate soft skills during interviews.

So, Which Is More Important?

The short answer is that both industry experience and mental makeup are crucial, especially when deciding which applicants to hire. You want to ensure your crew members are capable of completing tasks efficiently, but you shouldn’t gloss over the importance of soft skills. Identifying key characteristics and personality traits, especially ones that foster team harmony, is critical to achieving success and improving employee retention. You need to know when to prioritize soft skills over hard skills.

Sprockets Helps You Find the Balance

A woman on a laptop hiring applicantsAttempting to analyze both industry experience and mental makeup by yourself can be complex, expensive, and time-consuming. Moreover, wrong decisions can lead to bad hires, causing you to go back to the drawing board and spend even more time and money on the hiring process.

Luckily, Sprockets makes it simple. Our AI-powered hiring solution identifies your current top performers’ characteristics, creating a benchmark, and then evaluates incoming candidates to predict their success before they are hired. The platform even augments sourcing with free job postings and virtual recruiters that enable managers to focus on daily operations.

The average Sprockets users see a 43% improvement in 90-day retention, 37% less time spent on the hiring process, and a 22% reduction in annual turnover. Join the list of happy customers today!

A man in an interview and text reading, "What Character Traits Should You Look for in Applicants?"

What Character Traits Should You Look for in Applicants?

What Character Traits Should You Look for in Applicants? 1016 528 Sprockets

The internet is full of information to help applicants nail their interviews, but employers also need tips on how to spot positive character traits in applicants. As the saying goes, good help is hard to come by. However, it becomes easier when you know what soft skills and personality traits to look for in your candidates. Here’s a list of what you and your hiring staff should seek in potential employees.


It’s crucial for your employees to be team players in nearly every industry and workplace. Even if crew members tend to have little interaction with each other at your company, they should be able to keep the overall team’s mission in mind and be eager to contribute their fair share of work to accomplish it. So, be sure to ask applicants appropriate interview questions about what type of work environment they prefer. You can also have them share an anecdote about a time they ran into a challenge with a co-worker and how they handled it.

Willingness to Learn

Some candidates are going to treat the position you’re offering as nothing more than a job. They will clock in and do the bare minimum. Although there is nothing inherently wrong with simply doing your work, is the bare minimum really what you want in your business? 

Willingness to learn is one of those employee character traits that are difficult to spot but not impossible. This is because many candidates will be eager to get to work and start making a paycheck. You can spot someone with this trait by giving them certain theoretical scenarios and seeing how they answer. This can provide insight into their way of thinking. Questions such as how they would correct a mistake at work are great places to start. Or, ask about what their goals are at your company.

Workplace Culture Fit

The fact is that no matter how great a person is, there are simply some work environments where they are not going to thrive. That is why it is so important to consider your work culture when interviewing candidates. You have to ask yourself, “Will this person not only be able to get along with the rest of our staff but thrive within their position?” Luckily, Sprockets offers AI-powered personality assessments with a sophisticated applicant matching system that answers this.

The Cautious Trait

Cautious employees will be able to slow down the decision-making process and help evaluate the best course of action when faced with challenges. This can be extremely helpful during chaotic moments when the right decision is necessary and there is no room for error. Bringing in a task-oriented candidate with this trait is a great way to bring fairness and stability into the workplace. Your managers will appreciate these employees as they will remove unnecessary stress from their daily routine.

Communication Skills

Good communication skills in the workplace don’t just involve the interaction between employee and customer. A good communicator is someone who speaks effectively with customers as well as their co-workers. The fact is that good communication skills also involve being able to translate one’s desires as well as the ability to deescalate any potential conflicts the proper way. Having these people on your staff brings an incredible advantage to your company as any problems or complex projects become more manageable, and overall productivity does not suffer. 

Let Sprockets Identify the Ideal Applicant Traits

A man in a coffee shop on his laptop screening applicantsIt can be challenging to identify these personality traits in applicants on your own, but Sprockets makes it easy. Our sophisticated solution uses artificial intelligence, natural language processing, and over 80 years of psychological research to determine which candidates are the best fit for your business. It creates a unique success profile based on the mental makeup of your current top-performing employees and evaluates incoming applicants based on that benchmark. Then, you simply hire the ones who are most likely to succeed and stay long-term!

Schedule a brief demo today to learn how Sprockets can streamline your hiring process and ultimately improve employee retention.

Two women shaking hands with text reading "5 of the Best Practices for Hiring Hourly Employees"

5 of the Best Practices for Hiring Hourly Employees

5 of the Best Practices for Hiring Hourly Employees 1016 528 Sprockets

Did you know that there are at least 82.3 million hourly employees in the U.S. alone, accounting for 58% of the labor pool? Hourly workers play an essential yet undervalued role across many sectors, most notably hospitality, home health care, retail, warehousing, and fast-food services. And despite the soaring unemployment rates, many hiring managers can agree that sourcing reliable, hardworking hourly employees is not easy.

In a broad sense, hiring practices might seem deceivingly similar regardless of the jobs in question – recruiters identify the hiring needs, write job descriptions, advertise positions, screen the applicants, and hopefully hire the best candidates. However, the strategies used to recruit, screen, and hire hourly workers are different from those used to hire full-time salaried employees.

Hourly jobs draw a unique pool of candidates from a specific age demographic with different levels of professional experience and qualifications than most full-time positions. As such, recruiters must design flexible hiring policies and implement the following best practices when hiring hourly employees.


1. Develop a Sustainable Sourcing Strategy

While many employers might find hourly workers via local newspaper adverts or word-of-mouth recommendations, it pays to study what the top competitors in the industry are doing. Do they source their hourly employees from online job sites and job forums? What are their success rates with these methods?

As mentioned before, the hiring practices used for recruiting full-time salaried workers may not be as effective when finding hourly employees. Given that less than 20% of hourly employees work outside 5-mile radiuses of their homes, and most hourly employees are 16-24 years old, recruiters should reflect this in their sourcing strategies.

One way to develop an optimal strategy for hiring hourly employees is to consider where potential candidates are more likely to view and interact with job adverts. Combining this consideration with a digital recruitment software that employs geolocation tools to identify where prospective candidates reside can help businesses recruit local hourly staff only.

But perhaps even more important is to maintain accurate records of where the best-performing workers came from. This information can significantly cut unnecessary delays in the hiring process during future recruitment drives.

2. Use a Simple Application Process

Simplicity is key when hiring hourly employees. Many people looking for hourly jobs never intend to pursue them as lifetime careers. As such, most candidates may not be willing to jump over multiple hurdles when applying for hourly jobs.

Ideally, recruiters should ask prospective candidates to submit their resumes along with summaries of how they meet the job’s requirements. Remember, the more complicated an application is, the less likely potential candidates will even bother to apply. A recent study by Glassdoor reveals that reducing the time it takes to complete a job application by 10% may result in a 2.3% and 1.5% rise in mobile and desktop applicants, respectively.

Besides simplifying the application process, recruiters should make their online applications as mobile-friendly as possible. Estimates suggest that as much as 58% of the current workforce uses mobile devices to apply for positions. Inhibiting the public’s ability to apply for jobs on the go will only result in less interested candidates.

The less exhausting candidates find a job application process, the easier it is to attract hourly employees. Our AI-powered platform includes a Virtual Recruiter that sources and communicates with both mobile and desktop candidates to ensure applicants from different walks of life are considered.

3. Digitize the Hiring Process for Maximum Efficiency

One of the biggest mistakes a hiring manager can make is to assume that candidates will stay patient while they sift through hundreds of applications. On average, hourly employees send out eight applications before landing a job. Most candidates send out multiple applications simultaneously, making them more likely to consider the company that offers them a position the fastest.

According to a survey by the Workforce Institute, 37% of hourly employees consider the quickness of landing a role as the most important factor when applying for hourly jobs. The hourly pay and proximity to their homes come close at 33% and 17%, respectively.

Since speed is of the essence, implementing digital hiring tools should be a topmost priority. Our application matching software and Virtual Recruiter use AI to handle the bulk of the hiring process so recruiters can focus more on higher-value tasks. Among other benefits, our software suite can:

  • Attract More Applicants: Our Virtual Recruiter makes it easy to post positions on the biggest job marketplaces, including Indeed and Snagajob, while staying in touch with past applicants to rekindle their interest in specific hourly jobs.
  • Minimize Applicant Response Time: Hourly employees typically respond to potential employers on a first-come-first-served basis. Slow response times create room for applicants to find other employers or lose interest in a specific job. Our Virtual Recruiter minimizes applicant response time by notifying each user when it finds prospective candidates who would be a suitable match for them.
  • Higher Employee Retention Rates: Unlike other application matching software, Sprockets assesses a company’s current top performers to develop a “Success Profile” based on their shared characteristics. This “Success Profile” is used as a benchmark during subsequent recruitment drives to hire the best applicants consistently and reduce the employee turnover rate.

4. Follow a Structured Approach to Interviews

A shallow educational background and limited job experience do not necessarily mean a candidate is unfit for an hourly job. Developing a structured interview strategy with standardized questions and a custom performance scoring mechanism for each role can help recruiters stay organized in their quest for great hires.

If an hourly job requires a specific skillset, recruiters might want to focus their interviews on assessing the specific abilities in question. However, suppose a job is not too specialized. In that case, recruiters can restructure their interviews to focus on less competency-based factors such as attitude, character, interest in the company, rapport, and friendliness. 

Interviews are an excellent opportunity for recruiters to get a sense of each applicant and whether they would be a great fit for the company. Besides the cliché “why are you interested in this position” question, recruiters should focus on scenario-based questions. For instance, when assessing applicants for a retail role, ask how they might handle an abrasive customer.

Also, depending on the position’s requirements, ask the applicants some open-ended questions. For instance, asking an applicant to explain how they solved a problem at a previous workplace can do more to reveal their character than a simple closed-ended question. Remember, the responses to these open-ended questions often matter more than experience or education in many hourly positions.

5. Do Not Neglect the Background Check

Unfortunately, much of society (businesses included) holds hourly employees in low regard despite the crucial services they offer. Consequently, it is not uncommon for employers to perform background checks on full-time hires only, leaving hourly employees unvetted.

Although hourly employees perform seemingly menial tasks compared to salaried workers higher up the employment hierarchy, they still possess the power to make big enough of an impact to attract losses, PR disasters, and even lawsuits. For instance, since most cashiers are hourly employees, an unvetted cashier with a criminal background might put a business in legal trouble.

A business could lose a lot of money in legal fees and settlement costs, not to mention jeopardize its future earnings due to negligent hiring practices. Performing a simple background check when recruiting hourly employees can go a long way in making smart hiring decisions.

Hire the Right Hourly Employees With Sprockets

Someone on a laptop hiring hourly employees with SprocketsAs if recruiting good-quality hourly employees was not challenging enough, the COVID-19 pandemic has added a new layer of complexity to the hiring process. Given the circumstances, integrating digital recruitment tools into the hiring process is perhaps the only way to acquire new hires safely and efficiently.

At Sprockets, we believe in aiding employers to find candidates with a similar, or higher, likelihood of success as their current top-performing hires. Using our AI-powered applicant matching solutions and Virtual Recruiter, employers can maximize their applicant flow, weed out unfit candidates before the interview phase, hire the best applicants consistently, and increase their employee retention rates.

Schedule a brief demo today to learn more about how you can hire the ideal hourly employees using our AI-powered hiring solution.

A man and woman in an interview and text reading "Recruiting Employees vs. Finding the Right Fit"

The Difference Between Recruiting Employees and Finding the Right Fit

The Difference Between Recruiting Employees and Finding the Right Fit 1016 528 Sprockets

It’s time to evolve the way that everyone thinks about the hiring process. So, let’s start at the beginning: recruiting employees. One of the best ways to improve the recruiting process is to simply stop “recruiting.” 

That might sound counterintuitive, but you just need to look at it from a different perspective. While recruiting implies the generic practice of sourcing applicants for a job, “finding the right fit” is what we should really be doing. This takes recruiting a step further to source and screen applicants who are most likely to succeed and stay long-term.

Recruiting Employees vs. Finding the Right Fit

Whether you’re a hiring manager or a business owner, it’s important to stay up-to-date on the best hiring practices. Here’s a breakdown of how and why you should do it:

The Recruiting Process Is Outdated

Just because a certain way of doing something “works” doesn’t mean we should continue it. In fact, it’s essential to keep evolving, pursue better alternatives, and consider the paths less traveled. In this case, you should go beyond paying to post jobs on the same job boards, waiting for applications, and weeding through the endless list of resumes.

“Fit” Empowers Every Member of Your Team

When you focus more on finding the right fit and identifying the ideal soft skills, like communication and collaboration, you empower your entire team to succeed. These soft skills can often be more important than workplace skills or industry experience. A team member with several years of experience could be detrimental to the business by lacking the ideal personality traits, so it can be beneficial to consider applicants with little to no experience but have the right “fit.”

How to Identify Fit

Cellphones with fit scores to help with recruiting employeesIt can be difficult to identify the right personality traits via typical recruiting and screening practices, like interviews. Luckily, Sprockets’ AI-powered platform provides all the tools you need to find applicants who are the ideal fit for your team. You can post jobs for free to millions of hourly job seekers, send personality assessments with the click of a button, and see “fit scores” that automatically predict an applicant’s likelihood of success. The list goes on! 

Schedule a demo today to see how Sprockets can help you hire applicants who are the precise fit for your needs and improve employee retention.