Hey everyone, today I am going to be talking about getting the most out of your online hiring software. In my last post, I talked about the top 5 benefits to online hiring, and now I’m going to address the best practices (for managers) on effectively using and implementing such software in your restaurant. I interviewed several hiring managers to get some real-world input on how to truly put your hiring software to work for you, and here are the top best practices that I found.
1.Process your applicants right away:
Online hiring allows you to process your applicants with a few clicks of a mouse and most software platforms will send you email notifications about new users. So why not process them right away? There are several benefits to this; first is that you are always on top of your hiring activity, and you will know right away when you get a great candidate that you want to hire. You don’t want to miss out on a great employee! Secondly, if you let your applicants pile up then it can easily get away from you and will ultimately take you more time to go through them. Thirdly, out of common courtesy for the applicant themselves, you should let them know your decision right away so they can prepare for what they need to do next. (This will also help avoid them calling the store and constantly asking what the status of their application is, which is a complaint that I have heard from several managers).
Here are some tips from some hiring managers for when to process your applicants, keep in mind that you should do whatever you feel most comfortable with:
• Have notifications sent to your smart phone so you know every time you get a new applicant – Jeremy Harding (Wendy’s) does this so that his applicants are always on the “top of his mind” and marks the email as unread if he can’t process them right away so he’ll notice it later.
• Set a schedule for when to log in, one manager logs in every 2 days which keeps processing to under a half an hour every time
• Set benchmarks for what a good applicant would be, James Berman said an applicant score of 85 or above (for WyckWyre) is the cut off for rejection or not
• If you are a high volume store then check in multiple times a day, get yourself into a routine
2.Have advertisements in the store promoting your online applications:
Now that you have an online application process, you can’t ignore people coming into the store. One of the great things about having an online hiring system is that you can reach a broader applicant base, but you still must be prepared for walk-ins.
“We have a hiring center on the wall right by the door so applicants can see it as soon as they walk in”
- Tricia Frank, General Manager at Wendy’s.
Doing something like this is a great idea, having a display solely for walk-in applicants will make it easier on your staff and is a constant advertisement for anyone who visits your store.
3.When processing applicants look at how they best fit in with your team:
One of the best things about an online hiring tool (like WyckWyre) is that it gives you the ability to make much more informed decisions about an applicant through pre-screening interview questions. So when looking at their answers, decide what is most important to you and the current culture of your store before bringing them in for an interview.
I received multiple answers when asking this question to hiring managers. James Berman (Wendy’s) said that he doesn’t put too much weight into grammatical/spelling mistakes and looks for the deeper meaning behind applicant’s answers, he understands that sometimes potential employees might have a great work ethic but maybe not the best writing skills. Other managers went with different approaches, putting more weight into these sorts of things. Whatever the case may be, try to access your team as a whole and build on their strengths.
4.Use additional free advertising to your advantage:
There are a few ways to further promote your online job board, and they are just waiting for you to use them! The biggest ones being Craigslist, Facebook, Twitter, and Blogs. Having a greater online presence results in more online applicants! If you run a restaurant and have a Facebook page or a Twitter account, make posts about your online hiring site. Since the people who follow you already like you, word will travel fast that you are recruiting.
Even if you don’t have a social media presence, Craigslist is a great option to advertise your jobs. In most areas it is free to post a job, so take 5 minutes and go to the Food, Beverage & Hospitality section and make a quick post about what jobs you have available with a link to your hiring site.
So there you have it, some great ways to fully utilize your online hiring system and get the best people possible! If you have any other tips or questions please leave them in the comments. Happy hiring everyone!