The Sprockets Platform

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Top 10 Employee Retention Tips

Top 10 Employee Retention Tips 1920 1272 Sprockets

Ten Simple, Effective Employee Retention Tips

No matter what your company uses as a baseline to establish success metrics, employee retention is always one of the most important things to a successful, thriving company. Employees who come to work every day and enjoy what they do and the environment that they do it in are more likely to remain productive, successful team members of the organization for a long-term period. A strong focus on retention helps create an overall pleasant work environment, It also creates a strong company culture of committed employees. Below are 10 simple ways that you can increase employee retention and establish a positive company culture.


Offer a Competitive Salary and Attractive Benefits Package

If you want great employee retention, start at the beginning. In order to attract and keep top-notch talent at your business, you must start by paying them well. Offering a truly exceptional candidate a good salary and attractive benefits package will pay off tenfold when you hire someone who is deeply committed to the company, stays a lengthy tenure and keeps you from the inevitable time-lost cost of re-hiring and training someone new if that person leaves due to being unhappy with their compensation. This isn’t simply about the number you put out during salary negotiations. Health insurance is becoming increasingly more important to people. Offering perks like flextime and work-from-home time are also major draws that are considered part of the modern benefits “package.”


Create a Comfortable Environment

Have you ever walked into an office and immediately felt uncomfortable? As if the employees’ unhappiness is palpable in the air? On the other side of the coin, have you ever walked into an office and felt a warmth and positivity that couldn’t help but put you in a positive mood? Employees are more likely to stay for the long haul if they feel good about the place and the atmosphere they walk into every day. Part of this involves the aesthetics of the environment: comfy chairs, proper lighting (not overly harsh), good technology, and a place designated for intrapersonal employee engagement all help build this type of sought-after environment.


Do the “Little Things”

One of the most common reasons you hear for a relationship failing is that people stop doing the “little things.” If you want your professional relationship with your employees to thrive and lead to employee retention, doing little things is a great way to build a team of happy, caring employees that reciprocate their appreciation with great work and loyalty.

For example, something as simple as stocking the breakroom with delicious, quality coffee and a nice selection of teas goes a long way. Saving a few extra dollars a month only to have employees bond over the common gripe of the bad coffee fosters negativity and isn’t really worth the savings in the long run.


Perform Quarterly and/or Annual Reviews

Many employees look at the review process as something employees dread. While there are always certain nerves associated with a review, if you treat the process less like being called to the principal’s office and more like an open exchange of ideas, the result will be a one-on-one meeting that empowers your employees to set goals for themselves and you to set achievable goals for them. This encourages employee engagement in taking their success at your company into their own hands. If you perform quarterly reviews, they should be kept informal and brief. Discussion topics and goals established can be collected for a more formal annual review.


Make the Path to Advancement Clear

Employees want to advance their careers. It’s simply human nature to desire to have goals that you are working to achieve. Making the path to advancement within your company clear achieves two very important things. First, it sets the tone that promotions are achievable. This encourages team members to strive to move up in the company. Second, it nurtures a company culture where employees know that there is room for growth. These are both contributors to strong employee retention rates. This also leads to leadership at the company having worked several lower-level positions prior to being in the role they are now, helping them have a better understanding of all elements of the job.


Offer a Degree of Flexibility

Workplace flexibility is no longer something that the “cool” companies of Silicon Valley offer. Flexibility is one of the top draws for top talent. This is especially true when a company is attempting to hire younger employees. Additionally, companies that offer flexibility or flex time often find that employees are less likely to take advantage of flex time than those with zero flexibility. Most companies have at least a portion of work that can be done remotely. Instead of having your employee extremely stressed over having to take personal time when a pipe bursts, simply allow them to work from home.


Never Underestimate the Power of Exit Interviews

Many companies shy away from conducting exit interviews for various reasons. They often associate it with employees leaving simply complaining. However, exit interviews can be immensely beneficial. They can bring to light issues that employers or HR professionals weren’t aware of. If you, as the employer, have the interview conducted properly and guided by professional questions, it can be incredibly beneficial in identifying employee pain points that can be addressed before even one more employee leaves. These exit interviews can also help gather insight that will be helpful in training the former employee’s replacement.


Recognize and Reward Individual and Team Accomplishments

Lack of recognition is the start of employees feeling disconnected from their work. This also leads to employees eventually seek employment elsewhere. Acknowledging your employees or teams for their accomplishments nurtures their sense of succeeding at their job. Acknowledgment encourages them to continue striving for consistent success.


Make Communication Lines Clear and Truly Listen

Lack of communication is a big pain point for many employees that can lead to a negative company culture. No matter how wonderful and successful your company is, there is always room for improved communication. However, employees shouldn’t simply be encouraged to communicate. They should be made aware of the proper channels to do so. This means in a professional manner and to the correct HR professionals. If employees are aware of the correct communication channels to discuss issues, they are less likely to air their grievances outside the office.


Provide Training

It’s basic human nature of dedicated employees to want to do well and learn more over time. Offering ways for your employees to gain advanced training and enhance their skill set will help foster a sense of commitment to the company. Not to mention, you will benefit from a team of highly trained employees. Training opportunities also boost individual employee engagement with their own success at the company.

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How to Recruit QSR Employees

How to Recruit QSR Employees 737 488 Sprockets

“If you’ve already had 2 people quit this week and it’s only Tuesday, you might be a fast-food operator. If you spend more time sourcing talent and reading resumes than improving your operations, you might be a fast-food operator. When you fall asleep at night worrying that you’ll be understaffed when hungry teenagers flood your location after the big game, you might be a fast-food operator” – Tammy Cohen, PHR, SHRM-CP.

According to The National Restaurant Association, employee turnover across the entire restaurant industry was 61% in 2016 and that percentage is almost twice as high for front-line workers. This high turnover for fast-food employees is associated with a $3,000+ loss per employee through initial recruitment costs, orientation, and training, and before they quit – productivity loss.

If you’re a fast-food operator, try implementing these recruiting strategies to find better candidates and use Sprockets to hire the best ones.

1. Use video

Videos get more than 2X the engagement as text ads, especially with younger generations. Video is not only a great tool for traditional advertising, but for marketing jobs to potential fast-food workers.

You can create short videos that show the dynamics of your team and behind-the-scenes shots of company perks. Do fast-food employees get a free meal when they work? A free milkshake to take home? Include fun bonuses in the video to attract candidates. You can shoot short stories about your positions and the benefits of working with you on the social platforms your company is on.

2. Revamp your job descriptions

If your job posting looks like this for your fast food restaurant, it’s time to revamp.

  • Great Pay!

  • Flexible Hours!

  • Opportunities for Advancement!

  • Must be hard-working and responsible.

The job posting should be specific to your business and tell the job-seeker why they should want to work for you.

  • What is the pay range? Are there standard raises?

  • What are the hours? 20 hours or 40 hours per week?

  • What opportunities for advancement are there? How many people have advanced?

  • What does a day as an employee look like?

  • Extra perks of working at XYZ company – as told by current employees

3. Expand Your Reach

Think about where your employees spend the majority of their time online. For entry-level, young workers in the fast-food industry, it’s often on social media. Try expanding your job postings to social media sites like Facebook, Instagram, and even Twitter to recruit applicants.

Plus, if you currently have hard-working, trusted fast-food employees, implement a referral program. If they post about the job openings on their social media and through word-of-mouth, you are more likely to find good workers like them! Keep in mind that most referral programs offer the employee a certain dollar amount when the person gets hired, and another amount after they have stayed for 6 months.

4. Keep your Current Employees

Keeping your current fast-food employees happy and engaged is vital to your business’s success. From reduced turnover costs to higher employee engagement and production, spending the extra time or money on employee retention is just as important as finding new employees.

Once you have sourced candidates, utilize a predictive hiring system like Sprockets to streamline your hiring process. Sprockets creates a Success Profile based on your top-performing employees and quickly matches all applicants to the Success Profile to rate their potential success with your company. Learn more and explore the system with a free account.

A woman and text reading "X-FACTOR"

Sprockets’ Start in Sports

Sprockets’ Start in Sports 732 414 Sprockets

“We succeeded in building the best sports recruiting tool in the country. Now, it’s time to change the HR industry.”

Did you know that Sprockets started as a sports recruiting tool for professional sports teams? After watching a documentary about Tom Brady being selected 199th in the draft, our Founder researched hundreds of existing metrics that would explain how 32 NFL teams with all the resources in the world (salary cap $155 million per year) could pass on the greatest athlete of all time… 6 times. Five Super Bowls later, NFL scouts credit Brady’s success to nebulous and overused sports terms like “heart”, “grit”, and a “winner’s mentality”.

Using those phrases only contributes to the problem as they require subjective and biased opinion. If they were useful, the best players in the league would also be recruited and picked first.

The following 4 questions lived on our whiteboard for 10 months:

  • What makes an athlete great?

  • Why aren’t the most physically superior athletes the most successful?

  • Can we identify an athlete with the “x-factor”?

  • Can we identify which athletes will fail?

So, we went to work developing technology that could effectively measure an individual’s mental makeup, determine the shared characteristics of the best athletes in the world, and create predictive algorithms to help teams with prospecting.

In two short years, college and professional sports teams that used our software doubled (from 31% to 63%) their win percentage. The Denver Outlaws, as an example, just won the Major League Lacrosse Championship.

Bringing the Tech to Businesses

As we started to scale, we engaged with a few smart human resource departments at big companies. The results were better than expected. We always had confidence that the technology would work in sports, but the case studies in “the business world” far exceeded our wildest expectations.

  • Sprockets reduced the turnover of our customers.

  • The technology accurately predicted the success rate of 94% of the employees observed.

  • The Sprockets system cost 250X less than competitors in the space.

  • Every company that we worked with saw an increase in sales, employees, and engagement.

  • Sprockets helped companies that previously could not use assessment technology.

Previously, our total available market (TAM) was roughly 150 professional sports teams. If we transitioned our proven technology to help companies with hiring, the TAM would exceed 27,000,000 prospects.

Sprockets helps companies hire more top-performing people. We are able to decrease the number of screening interviews, allow you to conduct unlimited candidate assessments for only $99 per month, and reduce turnover through increased employee engagement.

Sprockets Receives Additional Funding to Fuel Expansion

Sprockets Receives Additional Funding to Fuel Expansion 150 150 Sprockets

Summerville, S.C. – Today, SCRA announces a $125,000 SC Launch, Inc. investment in the hiring solution, Sprockets. The Charleston-based company was accepted into SCRA’s entrepreneurial program, SC Launch, in January 2017.

Sprockets’ hiring solution is used by human resource experts to benchmark current employees and develop a success profile for future job candidates. The company’s pre-hire assessments ensure employers hire people with the highest likelihood of success, resulting in a high-performance workforce and engaged employees. The platform was launched in August and was recently recognized by HR Tech Outlook as one of ten top recruitment software platforms for 2019. The investment from SC Launch, Inc is on the heels of an investment from VentureSouth in October 2018 and will be used to scale outreach amongst small to mid-sized businesses that typically cannot afford to use hiring assessments.

“This funding truly furthers Sprockets mission to make a hiring solution available to companies of all sizes,” said AJ Richichi, Sprockets CEO. “I’m excited about how Sprockets makes the hiring process more accurate and reduces turnover for our customers. With the help of SCRA, we can now bring those benefits to businesses on a national scale.”

“Sprockets is solving a pervasive issue of defining and identifying the right talent for companies large and small,” said Jill Sorensen, Director of Entrepreneurial Programs and Executive Director of SC Launch, Inc. “Our team has been very impressed by their leadership and product, and we are excited to watch their growth.”

SCRA is a state-chartered organization that fuels job creation and grows South Carolina’s innovation economy. Through SC Launch, early-stage companies are provided mentoring and grants and may be eligible for an investment from SC Launch, Inc. The SC Launch program is open to qualified South Carolina companies in the Advanced Materials/Manufacturing, Information Technology and Life Sciences sectors.

About SCRA

Chartered in 1983 by the State of South Carolina as a public, non-profit corporation, SCRA fuels South Carolina’s Innovation Economy by supporting entrepreneurs, enabling academic research and its commercialization, and connecting industry to innovators.

About SC Launch, Inc.

Established in 2006, SC Launch, Inc. is an independent, non-profit corporation affiliated with SCRA, which provides loans and investments to selected South Carolina-based companies participating in the SC Launch program.

Sprockets’ predictive hiring solution is designed to help human resources professionals and business managers make the best hires for their company. With artificial intelligence and psycholinguistics, Sprockets matches candidates against the top performers in a position – ensuring great hires. Check out four reasons why clients love Sprockets.

Best Job Boards for Employers

Best Job Boards for Employers 150 150 Sprockets

Want to speed up the hiring process? Online recruitment tools and predictive hiring systems offer the best way to find top talent. While there are thousands of job sites out there, finding new candidates that are qualified and skilled is the most important part of recruitment. You want to find job boards that pull in candidates from fields related to your industry as well. Hiring managers and recruiters can also use niche job sites to find highly qualified candidates. Most of the time, industry-specific job boards are going to be the best and fastest way to find the top talent.

Regardless of where you source talent, Sprockets is a great predictive hiring tool to administer personality assessments. Sprockets Boost connects your ATS systems, job boards, and email providers to Sprockets giving you more data than ever before to make awesome hires.

Popular Recruitment Sites

If you’re a recruiter, you are likely on all of these job search boards below. However, not all of them are created equal. Some of these rake in thousands of candidates that never have the experience or quality you are looking for. We chose a few that we like the best:

  • Indeed
  • LinkedIn
  • SimplyHired
  • Ladders
  • Monster
  • ZipRecruiter
  • Handshake
  • CareerBuilder

This is one of the largest job sites on the Internet currently. One of the best things about this site is the employer dashboard functionality. You can quickly set up new applications, view submissions, and contact recruits all through your dashboard on your browser or phone. It’s very effective to find and choose the right candidates with Indeed, and you include certain restrictions so that you don’t get an influx of poorly qualified candidates. However, Indeed isn’t free, and it will cost you to use some of their premium recruitment features.


Most recruiters already know about LinkedIn, but they may not be taking advantage of its full potential. LinkedIn has job listing and search capabilities, which will help you find a number of candidates in your area. However, the true beauty of this platform is networking. By posting your application on your feed, you can bring in more talent through your contacts. You can also join groups and follow people who are in your industry, sending them contact requests when you have a recruitment opportunity.


If you are simply looking to see all of the candidates possible in your area, aggregated from a multitude of job sites, then SimplyHired is a great bet. It will give you a lot of views, allowing you to search resumes by keyword and location. For those who want to cherry-pick based on skills and experience, this is a great way to find new talent.


For those seeking top talent in any industry, Ladders is a new site that boasts over 10 million members. Most members on Ladders have a bachelor’s degree or better, and they make $149,000 or more per year. Ladders also doesn’t just provide a resume. Recruiters also get to see the candidate’s aspirations and contact details based on their profiles. If you want high-level, executive talent, this is where you will find it.


Everyone has heard of Monster in the past 10 years. It’s one of the oldest and most marketed job board sites. With Monster, you will find all types of talent, but it’s well known for having a ton of search and sort capabilities. For recruiters who want to find talent in a specific city, you can search by most recently added to find top candidates each week. You never know who could be looking to get into a new position.


The great thing about this website is the matching system. You can use a job description template to create a quick application, then with a single click, you can get instantly matched with 100 more candidates. In addition, 80% of employers who post a job on ZipRecruiter will receive a high-quality candidate within the first day. You can see all of their resume and profile details in your dashboard as well. When you’re ready, you can invite for an interview with a quick template or send a personal message through the interview scheduler.


Handshake is another social network that looks as friendly as Facebook but actually operates like LinkedIn. You can customize your applications, send out invitations, and receive candidate matches instantly. The website is especially friendly for college students and young talent, so if you have an internship available or want some highly motivated talent, this may be the best way to find your candidates. You can also use their mobile app to find candidates on the go.


Many job applicants use CareerBuilder first due to its resume tools and job search. You can use it as an employer to quickly find matches for your job based on keywords. CareerBuilder is a great option for recruiters because you can post listings, check out new resumes, and see references all in the same place.

Industry-Specific Job Boards

There are a lot of sites on the web that are also made to find niche talent. These are sites for web developers, designers, college internships, artists, finance, sales, and more. When you are seeking candidates for entry-level positions and internships, this site can find you great talent. Just post your listing and instantly get matched with college graduates. If you are recruiting for outdoor jobs, such as national park workers, sir tutors, temporary, seasonal, and full-time jobs, then this is the site for you. Experienced farmers, ranch hands, construction contractors, and resort workers are among the talent you’ll find here. You can use this site to post all of your financial-related jobs in 35 different niches, including asset management, hedge funds, quantitative analytics, banking, trading, corporate banking, and of course, accounting. This site works well to find the top engineers in an area where you want to hire. You can find candidates by engineering specialties, previous work experience, titles, and skills. and If you are looking to find talent in tech, this is a great place to start. While you can only post your application here, you’ll be able to find talent from all over the world, and they can apply for your position right through the website. Seeking medical professionals? This is the site where you can find physicians, nurses, technicians, and all kinds of other support help within the healthcare sector. For the non-profit sector, this is where you can find volunteers, full-time help, and internship candidates. However, the key here is that you can search by specific niches.

Differences Between Job Search Engines & Job Boards

Job boards are great places to post and advertise current positions for candidates. They can search your listings based on title, keyword, job description, and location. In most cases, job boards allow these candidates to make profiles with resumes that employers can also browse, allowing you to recruit on the website. Typically, there is a small cost to recruit on these websites, however.

Job search engines are a little different because they aggregate everything and put it in one place. Recruiters can use job search engines to see what employers are looking for, as well as post listings to see who is applying for these jobs. Most online recruitment sites are a mixture of a job search engine and a job board.

Final Word

Recruiting online is so much easier when you have all the right tools at hand to deliver high-quality candidates. Recruiters can guarantee better prospects by using assessment software and recruiting technology to weed out the wrong candidates. This way, you don’t waste all of your time and effort on candidates who aren’t right for the company culture or don’t have the skills needed.


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How Technology Fosters Diversity Recruitment

How Technology Fosters Diversity Recruitment 1200 600 Sprockets

In an increasingly global business environment, Diversity and Inclusion (D&I) are critical success factors in terms of recruitment, employee engagement, reducing employee turnover, and work productivity. Building a diverse and inclusive workforce means basing the recruitment and hiring process on the best fit. The best fit includes talent and skills regardless of the candidate’s background, gender, age ethnicity, sexual orientation. It means administering candidate assessments that are unbiased and account for differences in socioeconomic backgrounds.

Aside from the manpower benefits, a diverse workforce enables organizations to reach new and diverse markets. Jeff Humphreys, Director of the Selig Center and author of the Selig Center’s annual Multicultural Economy reports that “in 2012, the $1.2 trillion Hispanic market is larger than the entire economies of all but 13 countries in the world. One Deloitte survey shows that those companies fostering a diverse and inclusive workplaces generate 30% more revenue per employee. The same companies are also 2X more likely to exceed financial targets. In short, diversity is good for business.  

5 Ways Technology Promotes Diversity 

While most organizations recognize the importance of recruiting a diverse workforce, many experience challenges in establishing a recruitment strategy and program that will attract candidates from diverse groups.  The rise of technology in the recruitment and hiring process helps to alleviate some of these challenges.

1.) Software Choice

One strategy is to utilize software that will create diverse-friendly language in job postings. The words and language used in these postings often send a  message to candidates in the talent pool that is different from what the company intended. For example, overly aggressive and “masculine” language (e.g. “hunter mentality” or “sales warrior”) tends to deter female applicants. Better to use software that can analyze word choice and exclusionary language and suggest alternative, more neutral verbiage, that will appeal to a larger number of candidates in order to get diverse talent.  

2.) Applicant Tracking Systems (ATS)

An applicant tracking system makes it possible to collect data regarding the background of candidates and, if necessary, alter sourcing strategy to foster a more diverse pool and ensure compliance with the Equal Opportunity Commission (EEOC).

3.) Artificial Intelligence to Reduce Bias

Artificial Intelligence (AI) is highly beneficial for reducing bias in the recruitment and hiring process. Bias comes into play when a candidate’s background or experiences have an impact on the actions and decisions of the recruiter without their realizing it. For example, a female engineering candidate may receive greater attention from a female hiring manager than a male candidate. Artificial Intelligence-powered recruitment platforms perform an objective analysis of candidate skills, competencies, and knowledge while subtracting out such demographic factors as age, race, ethnicity, or gender.  

4.) Social Media Marketing

A survey by Glassdoor found that 67% of candidates consider the diversity of a company an important factor in whether they will accept a job offer.  In effect, diversity attracts diversity! In recognition of this, it’s important that all videos, podcasts and other marketing material posted to social media or the company website reflect a diverse and inclusive workforce and positive company culture to the job seekers. 

5.) Conduct Diversity Training

Utilize e-learning platforms to implement diversity training to employees across your organization. This fosters an organization-wide value on diversity. Valuing diversity translates into employees becoming the most cost-effective recruitment partners. The use of web-based training is highly cost-effective. It is cost-effective because one presentation can be viewed by employees across the country. For the recruitment staff and talent acquisition leaders, such training can include discussion regarding unconscious bias and how to use a more data-centered approach (such as AI) to foster diversity. Learning Management Systems (LMS) also allow human resource staff to measure the success and outcomes of the training, such as the number of employees who have completed the module(s).

With the global nature of business, it’s imperative that the recruitment and hiring process incorporate a Diversity & Inclusion strategy. Implementing a technology-assisted methodology will foster a more diverse candidate pool. This means your firm competes successfully in terms of talent attraction and customer market share.  Learn more about the impact of AI on recruitment in this blog post

About Sprockets

Sprockets helps companies hire more top-performing people. The predictive Applicant Matching System decreases the number of screening interviews you conduct. It also reduces turnover through increased employee engagement. Start predicting employee success with a free account today! No credit card required.

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The Impact of Artificial Intelligence on Recruitment

The Impact of Artificial Intelligence on Recruitment 1468 980 Sprockets
Key Takeaways from Post:
  • Finding candidates will always be challenging, but AI makes the process more efficient.

  • Companies like Indeed, LinkedIn, and Sprockets are using AI to match the candidate’s skills and personality to your organizational needs.

  • Artificial Intelligence (AI) is not designed to replace recruiters. It is designed to help recruiters.

The Impact of AI on Recruitment

Recruiting technology has become much more advanced in the past five years. Artificial intelligence continues to rise in popularity, creating new opportunities and obstacles for the job search market. Finding new talent is an incredible feat with so many candidates out there. In the future, technology will automate more and more job searches.

Here are a few other ways that AI will impact the hiring process in the years to come.

A New Job Board

Have you ever posted an application and immediately gotten a match? How accurate was the match to your job description? Artificial intelligence are looking to make that match even more accurate. Data can now improve upon the accuracy of job skills, salaries, and user tendencies so that you get a candidate that will truly match what you are looking for. Job boards are utilizing AI more and more to match data points with the right opportunities. For example, AI and machine-learning have helped job boards like Indeed make predictive analysis on what a salary should be for a certain job.

In addition, Indeed’s AI can pull information from resumes through natural-language processing. This allows the computer to extract relevant key phrases from text using only computer programs. This helps the AI match skills with applications in certain industries.

Ultimately, this data and matchmaking will lead to less time spent looking for candidates.

Skills Testing

For recruiters looking at technical candidates, skills testing on sites like CodeFights is a huge relief. It can open the doors for programmers who have proven their skills on the skills-based platform. Artificial intelligence can track these skills tests and offer up candidates to recruiters who want to find very specific skills within programming and development.

The founder of CodeFights says that job searches are going to get much easier with more objective data, especially for technical recruiting. In fact, he thinks that job sites will become hubs for skills-building and education, allowing job seekers to prove their quality to the recruiter or hiring manager before getting into the interview.

Assessment software is already a popular tool during the hiring process, but with AI, it could become as simple as a quiz to ensure that the candidate has all of the skills necessary to perform the job. Learn how Sprockets’ AI-backed, predictive hiring solution can help your company.

This new layer of testing may become the definitive way that certain industry-specific candidates are selected. Instead of applying with a resume, candidates may simply sign up to take an assessment. The AI can then match answers and data points with what skills are necessary at certain tech firms. New algorithms and testing processes will predict which candidates have the best skills for certain projects, and it could get even more granular than that.

More Efficiency and Deeper Knowledge of Candidates

LinkedIn is using AI to sort job seeking and recruiting data. There are over 500 million users on LinkedIn, so there are millions of interactions that are being recorded and collected, ultimately improving the rate at which a candidate is found.

Today’s talent search can feel extremely slow and inefficient at times. You may have to send out applications, emails, and networking requests only to hear back nothing, or worse, you can spend all the time on a candidate who doesn’t really have the skills you were looking for in the interview.

With Artificial intelligence, you can now sort through candidates at faster rates, instantly matching based on certain skills and previous work experience. This is only going to improve as AI learns more about the job search and recruiting process.Some businesses are already using AI to hire candidates when they are in a crunch for certain projects. While it doesn’t lead to a perfect fit all the time, companies are getting close to recruiting with just an AI chat bot in some cases.

Tech workers believe that recruiters will spend less time on job boards and more quality time with potential recruits. With more pre-screened efficient matches, recruiters will be able to impress companies with their ability to find highly qualified candidates.

Should Recruiters Worry About AI?

There are some who think that job recruiters could be replaced by AI engines. However, there is no substitute for the human touch in the hiring process. Mundane tasks can be eliminated by artificial intelligence based to make the hiring process more efficient and effective.

Final Word

While AI may be working out most of the kinks in the job search process, machine-learning and algorithms don’t tell the whole story. Recruiters should leverage these AI programs in order to find high-quality candidates. High quality candidates  are those who have the talent and people skills to work with the right team.

call center workers

How Pre-Hire Assessments Create a Long-lasting Positive Employee Experience

How Pre-Hire Assessments Create a Long-lasting Positive Employee Experience 460 385 Sprockets

The hiring process can be a long and tedious experience. However, with competition for talent heating up, there is little time to waste. Pre-hire assessments for candidates streamline the selection process and reduce employee turnover. Plus, make sure you give candidates a great experience with these helpful tips.

Challenges in recruitment lead to better data management

Advanced assessment technology makes it possible to hire people who have the best chance of success in a given role. This produces employees who are well-suited for their jobs and demonstrate high levels of employee engagement — a critical factor that influences performance and productivity.

How can an organization use candidate assessments to achieve the above results? It starts with creating a long-lasting positive employee experience.

The crossroads of efficient hiring and the candidate experience

From the moment a new candidate encounters your business, whether it’s through a job advertisement or some other branding effort, an impression is made. According to a Harris Poll and Glassdoor survey, 60% of job seekers have reported a negative experience with an employer. These first impressions are enduring, and can determine if an employee stays on long enough to become a valuable member of the team, or leave for greener pastures.

What are some of the negative experiences that candidates often report? Long recruitment processes, not getting frequent updates, and the perception of rude or discriminatory treatment during any part of the hiring process. Reducing employee turnover by eliminating these problems is something that all recruiters should be mindful of as they engage with each candidate.

Other factors are at play concerning the needs of recruitment professionals and the expectations of candidates. We know that interviews, while a vital part of the process, also fail to predict the success of new hires because they are based on past performance. LinkedIn revealed that 63% of hiring managers cannot accurately assess the soft skills of a candidate and 57% doubt their own ability to determine a candidate’s weaknesses.

Why leave things to chance?

The right candidate assessment tool has the potential to unlock a clear plan of action for recruiters, by using big data to select new hires. Pre-hire assessments provide deep insight into a candidate’s abilities, skills, values, and work style that an interview fails to shed light on. Using smart data gathering that relies on facts and not biased opinions about people is a far better indicator of success.

Recruiters can also improve the candidate experience by making it more personalized, while respecting their privacy. This is something that more candidates are expecting. The candidate assessment allows recruiters to learn more about a candidate before meeting with him or her, so that during any interviews, it’s not about the resume, it’s about the person’s goals and values.

Knowing these factors in advance helps recruiters make more accurate placements and it can also help build a talent pipeline. If the right job isn’t available now, candidates can rest assured knowing that the company has invested time in them and will be calling soon with a more suitable job offer.

Increasing employee engagement and professional development

In the long term, onboarding of employees can be designed around a customized plan for each new hire. The customized plan should be based on the data gathered during the pre-hire assessment. As an employee, any strengths revealed can determine the first tasks to be assigned. Any weaknesses that the assessment discovered can be used to develop training needs. Employees can self-assess to see their progress improve and this prepares them for advanced roles in the company. The goal is to give employees more control over their career growth. Assessments provide the data that proves they are ready for leadership roles.

There is power in data and candidate assessments help make sense of it all.

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Sprockets Named Top 10 Recruitment Software for 2019

Sprockets Named Top 10 Recruitment Software for 2019 1564 380 Sprockets

HR Tech Outlook, the industry’s leading tech magazine, recently added Sprockets to their prestigious “Top 10 Recruitment Software” list. (see the article here) We are grateful to be recognized for our positive contributions to the industry and look forward to finding ways to help small businesses hire the right people.

As our team celebrated last night, we took turns writing reasons why we won on the whiteboard. The result was 10 compelling statements that perfectly articulate the value.


Other personality assessments presume to know what it takes to be successful at every organization by creating overgeneralized frameworks for, as an example, salespeople. But, does a used car salesman have the same personality as someone who sells nonprofit software? No. Sprockets learns what it takes to be successful in your culture, and helps you hire people that have the highest probability to succeed under your leadership.


Traditional tests can cost up to $500 per person (and require a third party consultant). We offer a Freemium model that offers up to 10 assessments per month, free applicant tracking, and Boost for free! For unlimited assessments, customers pay just $99 per month.


We designed Sprockets to be 100% self-service. It only takes a few minutes to sign up and invite candidates to complete the survey. For those who need a little assistance, we offer free 24-hour chat support and a comprehensive knowledge base with step-by-step guides, video tutorials, and other helpful screenshots.


When a candidate completes a Sprockets survey, the hiring manager receives a comprehensive Mental Makeup Analysis as well as a score of one through ten based on the their probability to succeed at their company specifically. Our technology is designed to help you predict great hires and reduce poor personnel decisions, not give you unactionable personality data.


With Sprockets Boost, customers can connect their Sprockets accounts to their current HR stack. This includes job boards, applicant tracking systems, social networks, email providers, onboarding tools, and much more. With no more bouncing from tool to tool, Sprockets makes it easier than ever before to analyze and hire candidates!


Sprockets is powered by IBM Watson artificial intelligence, providing us with better ways to collect, analyze, and report large datasets. The technology is getting smarter every day and we are constantly finding new ways to provide value to our customers by leveraging big data.


Sprockets uses the sophisticated and proven science of psycholinguistics to create mental makeup analyses. Since the theory was first developed in 1936, thousands of scientists have been studying how the human mind develops, comprehends, and uses language. Sprockets combines AI with this science to build accurate, validated, and comprehensive reports.


Technology publication Hypepotamus said it best, “This Startup Makes Hiring Less Biased with AI.” The platform integrates into the diversity and inclusion missions of our customers, and provides the tools to support intellectual and cultural diversity in the workforce. As an added bonus, Sprockets is available in 5 different languages.


Sprockets’ simplicity and low cost brings the well-established power of assessments to every size company and every position. Just as the c-suites of Fortune 500 companies make informed hiring decisions, a local coffee shop can use our assessments to hire the best possible baristas.


We are maniacally focused on disrupting the use of assessments in the hiring process. Sprockets envisions a world where companies of all sizes and disciplines have access to predictive tools like Sprockets. We do not wish to upend your tech stack nor do we recommend a complete change in your people strategy. Sprockets was built to be easily added into any company process!

Thank you to the our customers, employees, investors, and advisors who made this accomplishment possible. With your help, we will further our mission to democratize and disrupt the assessment market.

The Impact of Artificial Intelligence on Human Resources

The Impact of Artificial Intelligence on Human Resources Sprockets

Artificial Intelligence is one of the most misunderstood technologies in history, especially as it is applied to human resources. When most people first think of “AI” they oftentimes picture Arnold Schwarzenegger’s Terminator. News articles and Facebook pages include illustrations of mutilated cybernetic organisms consisting of living tissue over a robotic endoskeleton. But, don’t worry, Skynet is not here to destroy the planet nor is AI here to replace you as a human resource employee.

Artificial Intelligence is not a robot, but rather the ability of a computer program to bring structure to vasts amount of unstructured data. There is a seemingly endless amount of data in the world, and 90% of it was created in the last 2 years.

No single person, or group of people, will ever be able to properly collect, review, and analyze that amount of information. Artificial intelligence helps us close that gap to create a safer, healthier, and smarter world.

The Current Use of Artificial Intelligence

Below are a few examples of how it’s currently being used:

  • Doctors put their patient’s symptoms into an AI-based computer program to determine all the possible diagnoses.

  • Netflix uses AI to help suggest movies that users will enjoy based on what they’ve already watched.

  • Google Maps uses to determine the optimal route to take by scanning road information, traffic patterns, and much more.

  • Pharmaceutical companies create lifesaving medicines using AI in a fraction of the time and cost it traditionally takes.

  • Uber and Lyft use AI to predict when more drivers are needed before rush hour hits so riders are not left stranded.

In these examples, artificial intelligence takes large amounts of data that no human could ever instantaneously manage to create actionable insight for the end user. The result is more efficiency and better decisions… in all industries (including human resources).

A graphic with a human and a robot

How do AI and HR work together?

AI increases your value

Many people fear that artificial intelligence will replace human resource employees. This is simply untrue. In fact, the opposite is becoming true. HR leaders who do not leverage the power of artificial intelligence miss out on data insights that influence their decisions and spend time on repetitive, low value tasks. HR professionals provide more value when AI completes the mundane tasks, and the professional uses their expertise on bigger initiatives.

Recruiting and Hiring

According to SHRM, 49% of companies currently leverage artificial intelligence for recruiting and hiring. Hiring managers can leverage AI-backed products to find more candidates, schedule interviews faster, and make more informed hires. We offer AI-backed personality assessments for 50 cents. Sign up today for a free 14-day trial!

Removing Biases

In a recent study by the Human Resources Professional Association, researchers found HR may subconsciously lean towards candidates most like them creating a “unconscious bias”, during the hiring process.Artificial intelligence is free of those potential issues and provides HR managers with unbiased, data-driven assessments.

Identifying High Potentials and Employees That Are Going to Leave

AI can provide insight into workforce productivity. Platforms exist that study things like emails, internet browsing, and keystrokes to determine who is working hard and who is hardly working. The system flags reports outliers to HR and can track an employee’s work habits over time.

Sign of the Times

A recent study by IBM containing 6,000 executives concluded that 66% of CEO’s believe that cognitive computing will drive significant value in human resources while 50%+ believe that it “has the power to transform key dimensions of HR.” Don’t be afraid to take the plunge with an AI-based HR tool. You will be in the majority.

About Sprockets

Sprockets helps companies hire more top-performing people. Our assessment discovers the shared characteristics of your best people and uses that information to predict a new hire’s likelihood to succeed in a position before they’re hired.