Technology

Happy restaurant employee smiling

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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Hiring Guide Mockup
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 reliance on applicant flow mockup
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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Sprockets Tech E-Book
Must-Have Hiring Tech to Boost Employee Retention in 2022

Although the past few years have been challenging, some businesses found success by implementing more advanced technology. Avoid making the wrong hire – and costing your business valuable time – by implementing must-have hiring tools and watch your employee retention soar.

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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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Guide to employee turnover
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
is necessary to combat the issue of poor
performance and retention. Personality tests,
like Sprockets’ Applicant Matching System,
combine natural language and artificial
intelligence to predict an applicant’s likelihood
of success at a particular location.

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Convenience store

The Ultimate Guide to Convenience Store News: Publications and Trends

The Ultimate Guide to Convenience Store News: Publications and Trends 1016 528 Sprockets

You’re on a road trip and notice your gas tank is almost empty. There are two gas stations within the next ten minutes. Would you go to the closer one or drive a few more miles to stop at your favorite c-store? According to the 2022 NACS Consumer Fuels Survey, 74% of drivers would drive the extra miles to their preferred brand, regardless of price. 

If you want your business to be the winner, then it’s important to follow convenience store news and take note of what other c-store brands are doing. We’ll walk you through everything you need to know and will even explain how one hiring solution can increase your associate retention by 43%, on average.

Where to Get Your C-Store News 

While there are many c-store news outlets, we recommend these two reliable publications: 

Convenience Store News

For more than 40 years and counting, the number one industry publication continues to provide its audience with a plethora of resources like magazines, newsletters, meetings, conferences, and more. Their mission is to “deliver the insight, analysis, market research and business intelligence that helps c-store retailers stay ahead of what’s next — critical information to grow sales and profits.” Every year, they announce their Convenience Store News Best New Products Awards to recognize high-quality food items that exceed customer expectations.

NACS Magazine

The National Association of Convenience Stores (NACS) offers “industry knowledge, connections, and issues leadership to ensure the competitive viability of its members’ businesses.” Their next trade show will take place on October 1 through 4 in Las Vegas — our Sprockstars will see you there! 

Convenience Store Industry Trends

Which of these 2022 convenience store trends is your business following?

1. Increase in Restaurant Quality Food

The c-store industry continues to see a decline in fuel profits as they currently sit 7.2% below pre-pandemic levels. With fewer people on the road and rising gas prices, getting customers to walk in your door can be quite a challenge. Now, c-stores are adding more food options to compete with quick-service restaurants. Seven out of ten customers who stop to pump gas also make their way inside and one in four consumers visit c-stores for lunch. Additionally, 30% will purchase fast food compared to other c-store food items like made-to-order meals and refrigerated items. 

Top brands like Wawa and 7-Eleven are attempting to be a one-stop shop for consumers. No wonder they both recently launched drive-thrus! Wawa even added a dinner menu to their list of food options. “It is critical to provide new ways to access Wawa, increase convenience and provide new options for service,” Wawa Director of Construction Terri Micklin said.

2. Digital Loyalty Programs

If you want to retain customers, then you need to incentivize them to continue to shop at your location. Some c-stores have found success with digital loyalty programs, and others are quickly catching on. Huck’s Convenience Stores, for example, implemented Huck’s Bucks Bigg Rewards and received 20,000 signups when the program first launched in 2020. Loyalty customers receive 10 cents off every gallon of gas and points with almost every purchase to earn discounts, free food, and other program prizes. The chain found that loyalty customers typically spend $5 more than non-loyalty ones. 

Tip: Partner with third-party delivery services like DoorDash or UberEats, so your customers don’t even have to leave their houses! 

3. Frictionless Technology

Current trends in convenience store technology include artificial intelligence and frictionless checkout. Texas and New Mexico c-store chain Delek US, for example, has cut checkout lines by 67% using a combination of these two solutions. Customers are able to scan and pay for their items in just 15 seconds! 

Emerging technology like Sprockets uses artificial intelligence to supercharge the hiring process. The platform identifies shared personality traits between a location’s current best employees and its applicants. Then, the solution reveals which potential hires will succeed and stay long-term before the interview and without a resume. On average, Sprockets boosts employee retention by 43%, ultimately saving c-store owners and operators thousands of dollars.

A woman thinking and text reading "What Does the Future of Hiring Look Like?"

What Does the Future of Hiring Look Like?

What Does the Future of Hiring Look Like? 1016 528 Sprockets

If there’s one key takeaway from the labor crisis, it’s that the traditional hiring process has fundamentally failed businesses, leading to massive layoffs and closures. Both employers and employees have suffered because people are still relying on an outdated, ineffective process. Change isn’t always easy, but there must be a dramatic shift in how we hire applicants. The current system is unsustainable, and progress is necessary if business owners want to survive the labor shortage and prepare for any other potential challenges. So, what does the future of the hiring process look like? Let’s discuss where it’s been and what is likely to change in the years to come.

Of course, you don’t need to wait years for a solution to your hiring issues. Sprockets is proven to drive results for top brands, speeding up the hiring process and improving 90-day employee retention by an average of 43%!

Get Ready for the Future of Hiring

The Past

Did you know that the traditional hiring process likely dates back to the 1400s? Sources suggest that Leonardo DaVinci created the first resume in 1482 to earn patronage from the Duke of Milan. It’s an outdated practice to judge applicants based on resumes (and who really wants to spend the time reading all those resumes, anyway?) 

Once resumes became a standard institution of the recruitment process, it turned into a requirement for job seekers to try and fit all of their qualifications on a single piece of paper, and recruiters were tasked with trying to assess an entire human being based on a short list of skills.

The Present

While resumes remain a staple of many businesses’ hiring procedures, modern technology has made it easier to learn more about candidates. Tools such as applicant tracking systems, pre-employment assessments, video interview platforms, and even social media websites like LinkedIn have drastically improved the process. 

However, even with these advancements, companies all over the world still struggle to hire and retain high-quality employees. Some are trying creative recruitment methods, such as implementing employee referral programs and re-engagement campaigns for previous applicants. 

Many businesses are also turning to AI-powered solutions like Sprockets’ hiring platform to save time and reduce costly employee turnover. While there are numerous articles circulating about artificial intelligence in the hiring process, it’s important to debunk a few myths. 

First, AI is not here to replace human labor. A McKinsey report found that just 5% of jobs are fully automatable, and people will always play an important role in the workplace. AI-powered solutions just empower employees to be more productive by eliminating tedious tasks and providing deeper insights to make more informed hiring decisions.

According to Human Resource Executive contributor Matthew Spencer, “AI can become a secret weapon for hiring professionals in avoiding the obligatory, monotonous tasks they’ve always resented while enabling hiring teams to unearth things about their candidate pools that would otherwise remain unseen…Ultimately, AI is never going to replace HR professionals, but it can make them more strategic and indispensable contributors.”

It’s also important to note that while there are concerns over other hiring solutions adding to the bias they claim to eliminate, the Sprockets platform is scientifically validated to remove bias from the hiring process. It can help with your DEI initiatives while improving employee retention since the platform doesn’t require you to look at a resume, conduct an interview, or even see a candidate’s name. Sprockets will just evaluate applicants using AI and natural language processing, and then it can alert you when an ideal hire has been found!

The Future

If the current hiring trends continue, it’s safe to say that technology will play an increasingly critical role in the process. Some level of human oversight will likely always be required, but hiring could become much more automated in the near future. The best thing for businesses to do is to keep up with these tech trends so they don’t fall behind competitors. After all, technology has already proven to make people more productive, and the new generation of workers (Generation Z) is more tech-savvy than ever. You’ll want to ensure a positive candidate experience just as much as you’ll want to make your own life easier. Job seekers don’t want to fill out tedious paperwork and wait weeks for an answer — those days are gone, and expectations have changed for the foreseeable future of the hiring process.

The Modern Staffing Solution for the Hourly Workforce

Start stabilizing your staffing levels today by hiring with the Sprockets platform! Sprockets’ hiring solution reduces employee turnover by identifying the highest quality candidates instantly based on shared personality traits with your top performers. With accuracy and efficiency, we’re empowering owners and operators to stabilize staffing levels across their locations. It’s the future of hiring — accessible today.

43% boost in 90-day employee retention
Two happy employees

Follow These 6 Hiring Trends to Attract Top Talent

Follow These 6 Hiring Trends to Attract Top Talent 1016 528 Sprockets

It can be overwhelming trying to keep track of hiring trends when you’re short-staffed and covering shifts to pick up the slack, but staying ahead of new trends in hiring can help you retain the best possible employees. We know you don’t have much free time, so we’ll cut right to the chase: If you want to set up your business for success — and keep it that way — consider implementing these 2022 hiring trends. 

Or, you can skip this entire blog and schedule your free, 15-minute walkthrough of the Sprockets platform, the fastest, easiest way to know which applicants are worth hiring and who will only cause you more of a headache.

 

How Do You Stay Current With Hiring Trends?

1. Connect With Applicants Before They Apply

Reaching out to candidates early on in the hiring process — even for hourly positions — benefits both the employer and job seeker. Remember, your job posting is one of millions, so it’s important to set your role apart. Social media platforms like LinkedIn are a great way to connect to potential hires. Take the time to send a brief message about your company, open positions, and why you think the person may be a good fit for your team. Applicants are more likely to apply and may choose your business over a competitor simply because you found them first.  

2. Data-Driven Recruiting 

All too often, traditional hiring methods rely on a recruiter’s intuition when choosing the perfect hire. However, this can lead to potential bias against certain types of people, whether it’s intentional or not. That’s why companies across various industries now lean on facts and data to help them make the best hiring decisions. Data-driven recruiting reduces turnover costs, increases employee productivity, and empowers hiring professionals to gain valuable insight on their process. But, how exactly do companies measure this? The answer is simple —technology. 

3. Technology

How has technology changed the hiring process? It has dramatically transformed the hourly workforce as employers now have access to a wider applicant pool. Plus, advanced solutions make the process faster and easier, so hiring professionals can focus on face-to-face operations like interviewing, onboarding, and training. During the height of the labor crisis, businesses turned to technology to compensate for their lack of employees. Owners and operators quickly realized that the right hiring solutions could help them make more informed decisions in a shorter period of time. Plus, technology has the ability to foster diversity, equity, and inclusion in the workplace. Basically, if you aren’t already using technology in your recruitment process, you’re falling behind.

1. AI Screening

More and more organizations are quickly realizing the 540-year-old resume is ineffective and time-consuming. Resumes don’t account for soft skills or an applicant’s personality, which is actually more important than direct industry experience. AI screening tools like Sprockets make it easy to see which applicants will succeed like your current top-performing employees. It’s more accurate and 37% faster than the traditional hiring process. These solutions also allow you to focus on running your business instead of stressing over which applicants will actually stay long-term.

2. Video Interviews

It’s no secret that the COVID-19 pandemic made it extremely challenging to conduct in-person interviews. To prevent falling further behind, employers turned to video interviews. This new trend (that’s surely here to stay) greatly widened the applicant pool. Employers could interview anyone – not just people that lived in their location’s city — and applicants had the flexibility to record their part of the interview on their own time. Recent research even found that video interviews are six times faster than phone ones! No wonder 86% of organizations now use virtual tech for interviews.

3. Sprockets

What would you do with three extra hours in your day? No, seriously, get three hours back in your day with our hiring solution. Sprockets uses artificial intelligence, natural language processing, and over 80 years of psychological research to instantly reveal which potential hires will perform like your best employees and stay long-term. There’s no need for resumes or even interviews. Plus, it’s trusted by top brands like Taco Bell, Chick-fil-A, and McDonald’s franchise locations to increase employee retention by 43%, on average. 

Why Tech Matters in Hiring: 2022 and Beyond

Learn how technology – like Sprockets’ AI-powered platform – is no longer optional for businesses. It’s required.

Must Have Hiring Tech E-Book
Statue of Leonardo DaVinci

Resumes Are Outdated: It’s Time to Forget the 540-Year-Old Hiring Tradition

Resumes Are Outdated: It’s Time to Forget the 540-Year-Old Hiring Tradition 1016 528 Sprockets

One…two…three…four…five…six…seven… While you were reading for those few seconds, the average recruiter decided whether or not a job applicant was fit for their role. Is it really fair to judge someone’s ability to succeed based on a single piece of paper, in that short amount of time? 540 years ago, the answer would have been “yes. Now, two decades into the 21st century, that’s a whole different story. Continue reading as we discuss the history of the resume and current outdated resume practices. You’ll even learn how to hire the best applicant every time — without a resume or even an interview — in seconds thanks to Sprockets’ hiring solution. 

 

 

History of the Resume

The exact origin of the first resume is unknown, yet historians have substantial evidence to credit Leonardo DaVinci in 1482. He sent a handwritten letter outlining his abilities and experience for an engineering job to Ludovico Sforza. Although he did not actually get the position, his handwritten letter had a lasting impression on Sforza, who later became the Duke of Milan and commissioned DaVinci’s painting, The Last Supper. Fast forward 540 years later… why are we still following in the painter’s footsteps when we have technology at our disposal? In case you’re still not convinced, here are three more reasons why resumes are impractical

Current Concerns of Outdated Resume Practices

1. They’re Time-Consuming 

Owners and operators simply don’t have enough time to review a resume. Businesses are severely understaffed, so their eight-hour days can often turn into grueling twelve-hour ones. Some owners are even working the cash register or flipping burgers in a desperate attempt to cover for employees who don’t show. They barely have enough time to focus on their regular responsibilities. The last thing they want to do is sift through piles of paperwork. 

2. Resumes Might Contain False Information

Unfortunately, some people claim to have certain skills or experience on their resume that they actually do not have. Approximately 40% of workers have lied or stretched the truth on their resume. That number is too high to base a hiring decision solely on a resume. 

3. They Leave too Much Room for Potential Bias

The average recruiter only spends six to seven seconds on a resume. These hasty decisions often lead to first impression bias, the leading cause of hiring errors. Unfortunately, that means many resumes are ignored or thrown away simply because of the name at the top. One study even showed that minority applicants who changed certain details of their resumes to make them seem more “white” received more interviews. It doesn’t have to be this way. 

Additionally, the resume fails to provide employers with a full picture of an applicant. It does not cover one’s soft skills, which are equally, if not more important than a job seeker’s previous experience. 

Two Simple Solutions That Can Replace Resumes

1. LinkedIn

One popular option is to use LinkedIn as an online “resume.” In fact, 87% of recruiters find LinkedIn most effective when looking for potential hires. These profiles mimic traditional resumes, yet provide a more personalized touch. Job seekers can feature past experiences, skills, projects, published works, and more. LinkedIn profiles are easily skimmable and employers can filter potential hires based on certain keywords such as workplace skills or job titles. While many recruiters find LinkedIn effective, people can still lie about their skills or face potential bias.    

2. Sprockets               

Sprockets’ hiring platform, on the other hand, redeuces potential bias and increases your chances of making the right hires. You’ll spend 37% less time on the solution that predicts applicant success with pinpoint precision. Our platform eliminates the need for resumes and even interviews. It’s proven to boost employee retention by an average of 43%. In fact, top brands like Chick-fil-A and Taco Bell trust our sophisticated, yet easy-to-use technology to accurately reveal which applicants will succeed and stay long-term. 

Do’s and Don’ts of the Hiring Process

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.

Hiring Guide Mockup
Hotel guest holding a smart phone

The Essential Guide to Hotel Technology

The Essential Guide to Hotel Technology 1016 528 Sprockets

Nearly 4 million hospitality jobs were lost in 2020 due to the COVID-19 pandemic, according to the American Hospitality and Lodging Association. As the hospitality industry recovers from recent hardships, it’s time to take a closer look at your hotel technology. We know finding the right solution for your hotel can be a challenge. It might not even be on your current list of to-do’s. That’s why we’ve compiled a list of lodging tech essentials to ensure a positive, exceptional experience for your guests and a profitable, stress-free environment for you. We’ll even tell you about a hiring solution that is proven to boost staff retention by 43%.

 

 

Benefits of Technology in the Hotel Industry

Hotel technology optimizes daily operations to ensure your business runs smoothly. Before we dive into which tools are right for you, here are some of the many benefits of implementing hotel technology. 

  • Save Time and Money 
  • Predict Hotel Industry Trends
  • Improve Sustainability Practices
  • Create a More Enjoyable Guest Experience
  • Boost Hotel Staff Retention 
  • Increase Hotel Revenue

Current Technology Solutions in the Hospitality Industry

Artificial Intelligence (AI)

According to Hotel Technology News, artificial intelligence in the hotel industry is “imperative in order to stay in business.” In the last four years, AI has grown by 270%. However, when it comes to AI hospitality, there are some common misconceptions. 

AI is not meant to replace employees. Rather, it allows hotel staff to spend more time on everyday tasks. Although there are a plethora of examples of artificial intelligence in the hotel industry, we narrowed it down to three useful ones:   

  • Revenue Management System: Supercharge your revenue with this AI pricing decision tool. “The speed and complexity of the pricing decisions are unmatched by the most seasoned revenue manager.” Hotels large and small have seen dramatic results, with top brands reporting an increase in annual revenue by millions of dollars and smaller ones reporting a 15% “sales lift.”

 

  • Smart Hotels: Smartphones, smart homes, smart… hotels? Yup, that’s right. These tech-savvy hotels are mostly automated through the Internet of Things (IoT) for the benefit of guests and owners. From Amazon Echo devices in guests’ hotel rooms to apps that allow guests to check in and control the entirety of their stay, smart hotels could be the future of the lodging industry. 

 

  • Sprockets: Imagine what you could do if you could clone your best hotel employee. The possibilities are endless with Sprockets, a hiring platform that predicts which applicants will succeed like your current top performers. Our solution empowers hoteliers to build strong, cohesive staff that will go above and beyond for their guests and stay long-term. Forget sifting through piles of paperwork and wasting time with bad interviews — Sprockets is proven to reduce time spent on the hiring process by 37%, on average.

 

Sustainable Solutions

Reduce your hotel’s carbon footprint, improve energy efficiency, and attract more travelers with green tools like occupancy-based sensors — climate activists, Millennials, and Gen-Z guests will thank you. In fact, a recent study found that Gen-Zers will lead travel spending in 2022, so it’s important to take their ideals into account. Plus, 67% of all guests would spend a little more to help “reduce the environmental impact of their stay.” 

 

  • Occupancy-Based Sensors: These sensors are placed in hotel rooms and are triggered by motion. They’re able to detect when a room is unoccupied and shut off the power to save energy. In other words, occupancy-based sensors dramatically reduce hotel energy cost per room.

 

  • LED Lighting: Did you know that energy-efficient LED lights save up to 20-25% of energy compared to traditional lighting? Oh, and they even last longer, saving you time (no more replacing light bulbs every month!) and money you would spend on electric costs. No wonder LED lights are a growing technology in the hotel industry.

Why Your Hiring Process Is Broken and How to Fix It

Relax just like your guests and let us tidy up your hiring challenges. If you’ve made it this far but are still stressing over hiring challenges, check out our free guide: Why Your Hiring Process is Broken and How to Fix It. Learn how to attract, hire, and retain the right workers for your hotel by leveraging the mental makeup of your best staff members.

Hiring Guide Mockup
Hotel manager and her staff

How to Manage a Hotel: Succeed Even During Unpredictable Times

How to Manage a Hotel: Succeed Even During Unpredictable Times 1016 528 Sprockets

Managing a hotel is far from easy. We recently spoke to a hotel operator who was so desperate for people to fill their open positions, that they waited outside a bus stop near their competitor to recruit staff. The operator asked each hourly employee how much they currently made, then offered to pay them several dollars more than their current wage if they were willing to work for their hotel instead. 

While there’s much to unpack in this story, it’s a classic example of how to motivate employees in the hotel industry. When your hiring process feels stressful, sometimes it’s worthwhile to return to the basics. Refresh your memory — and maybe even learn something new — on how to successfully manage a hotel, even during a labor crisis. Plus, learn why top brands choose our hiring solution to boost 90-day employee retention by an average of 43%.

 

 

How to Manage Hotel Staff

Effective hotel management starts with the hiring process. You can’t just hire anyone that applies. Rather, you need the right people who are willing to go above and beyond their job description to provide a wonderful guest experience. 

“Motivate them, train them, care about them, and make winners out of them… they’ll treat the customers right. And if customers are treated right, they’ll come back.” 

– J. Willard Marriott, founder of the Marriott Corporation

Hire for Coachability Then Train Hotel Staff for Skills

Especially in customer-facing roles, the key to retaining high-quality hotel staff is hiring for coachability and training for skills. Why? Coachable people are often open-minded, eager to learn, and take constructive criticism well. They’re able to pivot when unexpected situations like the COVID-19 pandemic or labor crisis arise. 

It’s easy to teach someone how to greet guests, operate the front desk, or clean a hotel room. The hard part is finding coachable people with soft skills specific to your location. To evaluate an applicant’s soft skills, adjust your interview questions accordingly. For example, if you are looking for a job seeker with strong adaptability, you might ask: Tell us about something you were asked to do that you have never done before. How did you react, and what did you learn?” 

Implement Employee Engagement Initiatives

Only 15% of employees (worldwide!) are engaged in their workplace, according to a recent study from Gallup. Conducting employee engagement activities in the hotel industry is crucial if you want to motivate your staff. Highly engaged teams are more productive, which makes teams happier and hotels more profitable. 

Consider scheduling regular check-ins with each employee to further develop a professional relationship and instill trust. Employee surveys are another effective way to gauge how your staff is feeling about their work, management, and company as a whole. In fact, 89% of hiring professionals say ongoing feedback leads to success. Finally, team-building exercises like sharing a company meal or going out for happy hour also foster a positive company culture and high employee engagement. 

Use Hospitality Technology

If you aren’t using technology by now, you’re likely wasting time and other valuable resources. We understand some hospitality professionals may be hesitant to implement tech solutions as they don’t want to risk a security breach — that fear may be heightened due to current events. Technology, however, is actually a key success factor in the hotel industry. Recent innovations like SaaS (Software as a Service) solutions keep operations running smoothly, so employees can focus on the guest experience. 

“Despite being one of the largest and most dynamic segments of the US and global economy, penetration of cloud-based technologies in the segment remains incredibly low, and the vendor landscape remains tremendously fragmented on a global basis.”

– Matt Melymuka, co-founder and partner at PeakSpan Capital.

For more helpful tips, check out our free guide: Why Your Hiring Process is Broken and How to Fix It.

Hire More People Like Your Best Hotel Staff Members

Do you ever find yourself wishing you could find more people like your current top performers? It’s possible and easy with Sprockets! Our Applicant Matching System identifies what makes your best employees so successful based on the answers to three simple questions. Their resulting score is used as a benchmark to analyze the mental makeup of incoming applicants who take the same survey. Sprockets’ one-through-ten scoring system makes it easy to see which potential hires will succeed like your top-performing employees.

 

Announcing Our $10M Series A Funding

Sprockets Receives $10M to Make Hiring Process More Equitable for Employers and Job Seekers

Sprockets Receives $10M to Make Hiring Process More Equitable for Employers and Job Seekers 1016 425.31 Sprockets

Today, we officially closed our Series A funding at $10mm with participation from Forte Ventures, Healthy Ventures, Thayer Ventures, Lytical Ventures, Blu Ventures, and VentureSouth. The investment will help Sprockets further help business owners hire and retain the very best hourly employees, even during a labor crisis. 

Sprockets CEO and founder AJ Richichi said, “We are building a better way to hire. This capital will help us bring an equitable and efficient hiring process to millions of companies and job seekers nationwide.”

Our hiring platform reveals which applicants are right for your needs, empowering you to build a strong, cohesive staff that will stay long-term. Trusted by some of the world’s biggest brands, it’s proven to boost 90-day employee retention by an average of 43%.

 

 

What Does This Mean for You? 

Sprockets understands the frustrations you are currently facing at your business are so much more than not knowing how to staff during unprecedented times.

“Many feel handcuffed by government stimulus payments, COVID-19 shutdowns, inflation, and generational changes to candidate behavior,” Richichi explained. “Companies that deploy our software are statistically faster, less discriminatory, and less prone to error.”  

This round will allow Sprockets to undergo dramatic growth and expansion in order to lessen your hiring headaches and ensure an easy, seamless use of our hiring platform. 

Our Growth and Accomplishments

The funding comes a few months after we achieved 10x growth at the peak of the labor crisis.  

Sprockets helped thousands of customers and hundreds of thousands of candidates in the QSR and hospitality industries in 2021. We are so proud of what we have accomplished but know there is much more work to be done. 

“We sincerely appreciate the overwhelming support from customers, partners, investors, and team members,” Richichi said, expressing his gratitude.

Our company is also lucky to have investors who share our passion for fixing a broken hiring process. Tom Hawkins, founder and managing partner of Forte Ventures, states, “The Sprockets technology solution is invaluable to hiring managers in QSR, hospitality, and multiple other industries with hourly workers. Imagine the change that Sprockets will have on worker satisfaction and career stability within a segment of the population that has historically been ignored by most of the HR tech players. We’re excited to have led Sprockets’ Series A financing and look forward to supporting the management team moving forward.” 

Other investors who participated in our Series A round can attest to Sprockets’ success, particularly in the face of a labor crisis. “Businesses need easier and faster ways of making good hires,” Anya Schiess, co-founder and general partner at Healthy Ventures said. “Sprockets solves this problem with candidate-focused automation.

Richichi, along with the rest of the Sprockets team, is grateful for this rare opportunity. “We are challenging a hiring process that’s been static for hundreds of years, and being rewarded with great traction,” he said. “We’ve been fortunate enough to sign the world’s biggest brands, integrate with industry leading technologies, and build a world-class team.”

Hiring Success Story: 95% Employee Retention in 90 Days

We recently helped a 50+ location Bojangles group achieve 95% employee retention in just 90 days. With the help of Sprockets’ Applicant Matching System, the franchise was able to achieve an ROI of 14x and uncover over $134,000 in savings. The employees they hired with Sprockets stayed longer than those who were hired without, proving the ability of our platform to accurately predict applicant success and increase employee retention. It’s possible for your business to achieve similar success. To learn more about how our AI-powered platform can help change the future of your own hiring, schedule a free, 15-minute demo here.

 

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March 2022 Trade Show Breakdown: Will We See You There?

March 2022 Trade Show Breakdown: Will We See You There? 1016 528 Sprockets

Our Sprockstars are attending several more trade shows in 2022, and the first one is just around the corner. But before we dive into details, we want to take the time to explain how these trade shows will benefit you, our customers, and the platform itself.

If you aren’t already familiar with our hiring solution, Sprockets is an AI-powered platform that uses natural language processing to match incoming applicants to your current top-performing employees. Trusted by some of the biggest brands in the world like Taco Bell and Chick-fil-A, Sprockets is proven to boost employee retention by 43%, on average. 

 

 

What Does This Mean for You?

Each trade show helps us understand how we can better serve our customers. We’re thankful for the opportunities to build relationships with business owners, operators, and other hiring professionals. Our team is constantly refining our platform as we continue to expand our knowledge of the current hiring challenges within each industry we service. 

March 2022 Trade Shows (In Order of Attendance):

1. International Restaurant and Foodservice Show (March 6 – 8)

What better place to start our trade show season than New York City? That’s exactly where you’ll find us from March 6 through 8, sampling the hottest menu trends. International Restaurant and Foodservice Show (IRFS) attendees can expect plenty of creativity and passion for food with live culinary performances, smart kitchen designs, the Rapid Fire Challenge or Hip Sip: Battle of the Modern Bartender, and over 570 leading vendors. Bon appétit! 

2. Association of Kentucky Fried Chicken Franchisees (March 7 – 10)

For the first time since the pandemic, the Association of Kentucky Fried Chicken Franchisees (AKFCF) trade show will return better than ever with an energizing theme of the “Power of Opportunity”. According to AKFCF president, Brandon Robertson, attendees will “celebrate the brand’s success, participate in game-changer discussions, network with industry leaders, and experience hands-on workshops designed to take us into the digital future.” Don’t chicken out; say hi to our Sprockstars from March 7 through 10 at the Gaylord Palms Resort & Convention Center in Orlando, Florida.

3. Bar & Restaurant Expo (March 21 – 23)

Next, we’ll attend the Bar & Restaurant Expo in Las Vegas, Nevada, from March 21 through 23. Featuring educational workshops like 2023 Menu Trends to Know Before Everyone Else Does and Mental Health in Hospitality, the show’s focus will be how bar and restaurant owners can “recover and reforge” post-pandemic. Plus, attendees can listen to dozens of experts speak on six different topics:: Food & Beverage, People & Staffing, Operations, Guest Experience, Marketing, and Technology.

4. International Pizza Expo & Conference (March 22 – 24)

We can’t wait to share a slice of Sprockets and some delicious pizza at the world’s largest pizza event of the year. Our Sprockstars attended the 36th Pizza Expo in 2021 and we dough not want to miss the 37th. The event features more than 90 workshops, seminars, networking events, and pizza-making demonstrations with a show floor as long as eight football fields! We’ll catch you from March 22 through 24 at the Las Vegas Convention Center. 

 

5. Multi-Unit Franchising Conference (March 29 – April 1)

Our team attended the Multi-Unit Franchising Conference (MUFC) last year, and there are several reasons why we’re returning. Nearly 2,000 franchisors, leaders, suppliers, and investors are expected, making this the largest multi-unit trade show. The event will feature an exhibit hall of almost 300 smart solutions, educational workshops, and guest speakers like three-time Super Bowl champion Emmitt Smith and bestselling author, CEO, and founder, Jim Sullivan. Join us at Caesar’s Forum from March 29 to April 1 in Las Vegas to learn how to hire the best employees and drive revenue growth at all of your franchise locations. 

Replicate Your Top Performers

Our Applicant Matching System reveals which potential hires will thrive in your business just like your best employees. Essentially, it’s like replicating your top performers so you can focus on daily operations. In fact, Sprockets users spend 37% less time on the hiring process. Say goodbye to wasted interview time and hello to 43% higher employee retention. 

 

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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%.