Proven Ways to Upgrade Your Outdated Hiring Process – NACS Online

This article is brought in order to you by Sprockets .

ALEXANDRIA, Va. —The hiring process you’ve been using is likely not serving your business today. The labor market has changed exponentially over the past couple of years, and it’s time to give your hiring process a revamp.

“The labor shortage impacting the U. S. and an impending recession are having profound changes on how workers engage with their employers, ” said Zach Matook, director of Marketing at Sprockets, a provider of AI-powered hiring software. “However, the particular solution to succeeding in today’s employing environment will be linked in order to a company’s current top performers. ”

According to Matook, your best performers hold the key to retaining an engaged, cohesive staff who will stay long-term. Businesses should leverage the strengths of their top employees and find more applicants with similar personality traits.

To help sift through the particular labor pool and discover those potential best performers, Sprockets offers four steps to improving a convenience store’s hiring process, which are further detailed in its e-book “ Why Your Employing Process Is Broken and How to Fix It . ”

The first solution is to replace legacy systems with more modern HR tech solutions , including applicant tracking systems, background checks plus AI screening tools to keep pace with the latest tech trends.

“Sixty-eight percent associated with hiring professionals say the best way to improve performance is by investing in new technology, ” said Matook. “Avoiding technology upgrades can cost employers in the long run through high employee turnover. ”

The second answer is for retailers to rethink their own recruitment procedure and stop wasting period on bad interviews. Employers have to be selective in their application-screening process—even if the applicant pool is usually shallow. Outside of being picky about potential candidates, Sprockets points to the power of promoting internally.

“A current top performer could be the best candidate for a job opening, even in case their present job title doesn’t directly apply. Current employees retain information faster, so they can a lot more easily be trained in another role. Plus there are numerous benefits that come with an internal hire that make up for lack of direct experience, ” stated Matook. “They are immersed in the culture already, and you know they get along well with their particular colleagues. ”

Social media is also a tool not really to be underestimated, according to Sprockets. Consider each channel a free marketing platform with regard to your business. Also, retailers should optimize their job posting with descriptions that are 100 in order to 300 words and become crystal clear about job responsibilities, required skills  and wage details.

Learn about the particular remaining two solutions to fix your broken hiring process in Sprockets’ e-book “ The reason why Your Hiring Process Is Broken and How to Fix It . ” Also, find out how one c-store retailer implemented the right HUMAN RESOURCES assessment tool for its hiring process in the Thursday, November 17 edition associated with NACS Daily.

This is the particular first installment of a two-part NACS Daily series on how convenience retailers can improve their current worker hiring procedure. Learn more about Sprockets .