9 Steps for Peaceful Holiday Scheduling

For hourly employers, ­­it is definitely not the most wonderful time of year. On top of the added stresses of hiring seasonal employees, creating seasonal schedules provides more of a burden. To minimize the risk of dampened morale, unhappy employees, and even legality issues, it is imperative to develop preventative measures to minimize scheduling issues. Here are 9 steps for peaceful holiday scheduling.

  1. Plan early. As mentioned in our previous Blog, always plan and be prepared for what is ahead. Holidays will always be an upcoming challenge for you. So will summer and back-to-school months. When you hire on a candidate, ask them what days, times, and holidays they would be willing to work. This can later avoid accusations of unlawful time off requests for religious-based lawsuits (Federal law states that you must make a “reasonable effort to accommodate employees sincere religious beliefs,” which means you must try and accommodate their time off requests for religious holidays). Also, be upfront and clear with your employees. Set clear expectations of black out days where no one gets to request time off.
  2. Don’t assume everyone wants to take time off. For some, like students back home from school break, the holidays allow for extra shifts, which equates to extra money in their pockets. Don’t assume your single workers don’t want to take time off, or that those with families want more time off. Most employees know their holiday plans in advance, so ask your staff to submit their time-off requests a month (at least) in advance so you can schedule accordingly.
  3. Release schedules for busy weeks well in advance. Create and give your employees their schedules early to allow flexibility for schedule adjustments – like shift switches and covers.
  4. Make note of seniority statuses. To be fair and avoid issues of demoralization, consider who has been at your company the longest and ask them what holidays, if any, they would like off.
  5. Consider who Has worked or is scheduled to work other holidays. Another fair tactic is to prioritize workers who have worked certain holidays previously, or is set to work a holiday already this season. This gives you reason to explain why one worker is getting the time off they requested over another.
  6. Be direct with seasonal employees. Your seasonal staff is there for just that – to keep you prepared for the holiday rush. Be upfront in your seasonal job descriptions and the number of hours, days, and times they are expected to work (we talk about this in more detail in our Guide to Seasonal Hiring).
  7. Try not to schedule consecutive shifts or coinciding shifts to the same workers. Not everyone wants to work all closing shifts, and especially shifts that coincide, like closing late one night and opening bright and early the next day. This is a great tactic to keep in mind for decreasing your turnover and retaining loyal employees.
  8. Alleviate the strain and spread out shifts. Breaking up long holiday shifts into smaller shifts evens out the strain. Also, utilizing shorter shifts is a way to monitor busy and slow times. Overstaffing and top-loading certain shifts can decrease profits, and make for unhappy employees (splitting tips with more workers means less money in their pockets too). Be flexible if it does get busier than you expect (you can utilize our “On Call” feature for times like this!) Or if it is slower than you expected, cut people and let them go home early.
  9. Incentive those who do work those holiday shifts. Incentives are a great way to attract, retain, and keep your employees happy. We are in one of the tightest labor markets we have seen in decades, and incentives make your brand stand out from the rest. A common incentive many companies offer during the holidays is time-and-a-half pay to those who work extra holiday hours/ shifts, but be wary as that can become expensive very quickly. You can also offer gift cards, more time off during regular seasons, priority pick on the next schedule, or even a small bonus to employees who work unattractive holiday shifts.

Do you have any holiday scheduling tips to share? We would love to hear from you! Comment your thoughts below.

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4 Tips to Lean and Mean Job Descriptions (to attract more candidates)

In our last Blog, we discussed recruiting as a marketing strategy to attract and engage applicants. Your job descriptions are a vital piece in your recruitment marketing strategy, since they give the first impression of your company and is what connects you with a candidate. In order for your jobs to stand out in a sea of thousands of others, you will need to think outside the box to attract and engage talent. Here are some tips to get you started:

1. Think of your job titles as a story headline. What story titles attract the most readers? Exciting stories with captivating headlines. And unless you’re an attractive brand that everyone in town wants to work for (CREAM anyone?), you will need to be creative with your job titles. Use the same approach and include exciting terms and incentives that will attract candidates, such as sign-on bonuses or a guaranteed amount of hours. We hate to say it, but corporate titles come standard, and are repeatedly listed on job boards giving the applicant zero incentive to click and view the job. Which job title would you be more inclined to view?

          Server – Joe’s in San Jose, CA
OR     Part-time Server (guaranteed 20 hours per week!) – Joe’s in San Jose, CA

Be sure to think of other job titles the applicant may be searching for. For a Team Member position, adding in “Cashier,” “Counter Crew,” or “Barista” (if applicable) to the Categories section on ZippyApp or to the job description can increase your search engine optimization (SEO) on our system and to the job boards we distribute your jobs to.

There is however, a fine line when creating captivating and unique job titles. Don’t go overboard and add too much information into your titles (that is what the job description is for), and don’t list every job duty as a separate job posting — like “Produce Chopper” and “Dough Presser,” instead keep them all under “Kitchen Prep” — as it only confuses job seekers.

Exercise: Go through your job titles now. Do any of them stand out above the rest? Go to ZippyApp and type in your open positions — do they get lost in a sea of others? What can you do differently to make yours stand out?

2. Cut out any filler words. Take a look at your job descriptions. Do they take up an entire page? If you were a job seeker, what would your first impression be? If it looks like a prison sentence, then chances are you won’t receive many applicants. Scan your job descriptions and delete any unnecessary words or information that is not imperative to the applicant. Keep your job descriptions clean, simple, and to-the-point. An interesting study done by Appcast.io shows the click-to-apply rate for too short and too long of job descriptions. You can view the study here.

3. Include any job requirements up front. Job seekers want to know exactly what they are potentially signing up to do, and what will be required of them. Outline the basics of the job, including the skills and experience that is required for the applicant. If you can, include the age requirement for the position (this is a common question asked by our job applicants!), whether or not they need any certifications or licenses, and if the position is full or part-time. Be sure to include your establishment address — state, city, and zip code — to your location hiring page (our software inserts Google Maps to your Hiring Page). Doing these things will weed out any applicants who aren’t serious about the position, or ones who are not qualified.

4. Be specific about the job benefits and salaries. Candidates love to be incentivized, and if you offer any be sure to include them in your job descriptions. Do you offer free lunches? 1/2 off friends and family meals? Flexible schedules? If you don’t want to post your salaries, or if salary depends on the candidates experience, providing a salary range is better than not putting anything about what can be expected. List specific benefits rather than saying “We Provide Benefits.” Do you offer healthcare? Eye Exams? Dental Coverage? 401K?

If you’re suffering from a shortage of applicants, providing lively and exciting job titles and descriptions is the easiest way to attracting more applicants. Make sure to include key terms and words in the description (think titles that are similar to the one you are posting) to increase your search engine optimization (SEO) on our system and to the job boards we distribute your jobs to.

Blog photo courtesy of Shutterstock

Holiday Hiring: Local employers come up with ways to fill seasonal positions despite fewer unemployed

[Originally posted in KenoshaNews.com]

Tis the season … to hire seasonal workers.

As many companies, especially retailers, prepare for the upcoming holiday crush, they may find the pool of workers smaller this year. And it may take companies longer to find the right person for the wage they want to pay.

While the Kenosha County and the southeastern Wisconsin labor markets have been described as robust, increased competition from some of the larger, more well-known companies, such as Amazon, may make it tougher for smaller companies, according to experts at local staffing firms.

Carving a niche
Companies like Mars Cheese Castle, 2800 120th Ave., located across the road from mega-employer Amazon, attract and retain seasonal help with bonuses, flexible work schedules and the employer/employee individual interaction that larger companies may not be able to provide.

For some job seekers, the work environment is a greater benefit than a few extra dollars in the paycheck.
“It’s difficult for a small company like ours to compete against a large corporation,” explained Michael Ventura, a co-general manager with Mars. “We sell products that make people happy. It’s so great to be working in a business that makes people happy.”

To gear up for the summer, its busiest season, Mars begins hiring seasonal workers in March. Last year, the Christmas holiday season was better than previous seasons. It already has a pool of employees ready to cover the holiday period.

Work conditions can be attractive. Mars has had one seasonal worker who has been with the company 15 years.
“She just knows when we might need someone and she comes in to help out,” Ventura said. An employee who left earlier this year to work for Amazon, returned two months later, “because he liked working here better.”

Staffing experts also attribute the recent hiring binge as having an effect on the seasonal labor pool. They said some people who might have been available for seasonal work, have taken full time positions with some of the newer employers in the region.

Search is on
The Seattle-based Amazon — with a distribution center in Kenosha — has recently launched a massive search for seasonal workers in preparation for the holiday season. Last year when it opened its sortation center, it hired 500 part-time seasonal workers, some of whom have become full-time associates at the adjacent fulfillment center. The e-retailer opened its fulfillment center in June staffing it with 1,000.

Now with 2,000 full-time employees, Amazon will host an official open house Wednesday. Though it has bulked up its staff, it still is seeking part-time, seasonal associates to assist with the upcoming holiday crush. It has even enlisted the services of staffing agencies to help in their search. Amazon is offering $11.50 an hour.

Seasonal hiring nationally is expected to be somewhat flat partly because retailers hired 449,500 people from March through August — up from 437,000 during the same period a year ago, according to Challenger, Gray & Christmas, an outplacement research firm. A canvass of retailers revealed they expect to add roughly 755,000 seasonal hires to their payrolls in the final three months of the year.

Challenger, Gray & Christmas CEO John Challenger said in a statement, “In addition to steady hiring leading up to the holiday season, changes in the way consumers shop are making it possible for stores to meet increased holiday demand with fewer extra workers. When retailers do add holiday workers, fewer of those jobs are in traditional spots, such as sales clerk or cashier.”

High demand locally
Locally, employers still have a need. Some are finding it harder to fill open positions as quickly as in the past. Staffing agency officials say seasonal wages range from $8.50 to $20 an hour.

Gordmans, a discount department store located in the Southport Plaza shopping center, began hiring seasonal associates in August. Typically hiring 75 for the holiday season, plans call for the same number this year. So far, it has only filled 45 positions. “It’s been a struggle. We’ll be hiring up until Dec. 31,” explained assistant store manager Renee Novy.

Shopko, a department store at 5300 52nd. St., began hiring part-time, seasonal employees in early September. “We typically hire between 25 to 30 teammates,” said Michelle Hanson, a company spokeswoman.

Shopko has declined to discuss wage structure. But seasonal teammates, Hanson said, may be retained depending upon the hiring opportunities beyond the holiday season. Headquartered in suburban Green Bay, Shopko operates 75 stores in Wisconsin. It has stores in both Kenosha and Racine.

What best describes the Kenosha area seasonal jobs market? “You can say there are less people and more people needing people,” explained Amy Prellberg, a vice president with Quantum Personnel, 5017 Green Bay Road. “It’s not been like this in a long time.”

Six Flags focused on schedule, higher pay in filling its seasonal positions. As the region’s largest seasonal worker employer with 4,000 hires, Six Flags Great America has developed a strategy and raised wages to attract the people it needs to operate the amusement park.

Last fall when Amazon opened its Kenosha sortation center, offering to pay part-time seasonal employees $11.50 an hour, some employers in the region wondered how that would affect their ability to find the people they needed for their seasonal openings.

Though Six Flags’ season starts during Memorial Day weekend and ends Labor Day, it began hiring in March. Recruiters went to high schools and colleges, attended job fairs and used social media to find its people.

Six Flags officials had already planned an across-the-board wage increase, including raising the entry-level wage from $8.25 to $9 an hour.

Increased pay and a bundle of special benefits, including complimentary tickets, helped the entertainment company attract the people it needed to perform clerical, operational maintenance, landscaping and customer service duties. “It was an investment we thought was important to make,” said company spokeswoman Katy Enrique.

Nevertheless, it did experience a drop in the number of experienced job seekers who applied this year.

While the park saw the usual mix of retirees, teachers and others who liked a flexible schedule, wanted a second job or simply wanted to work in a fun place, a number of this year’s hires had never had a job, Enrique said. “If a person wants to work weekends, second or third shift, they can do that here. We can accommodate their needs,” she said. “This is a very unique place to work. A lot of people like it.” Pairing seasonal employees, employers.

Flexible Workforce Coalition
The coalition — originally known as the Wisconsin Seasonal Workforce Coalition — was developed by David Karst and works as a clearinghouse to help seasonal job seekers find positions and to help companies find the people they need.

Most importantly, it was developed to help seasonal workers — some of whom didn’t have much work experience — transition from one seasonal job to the next throughout the year without a gap in employment. “I wanted to make sure they were able to continue to develop their skills. These were good people who wanted a place to call home,” Karst said.

From 2008 through 2012, Karst estimated he placed 8,500 job seekers and helped several companies, including BuySeasons, UPS, Marcus Hotels & Resorts, Quad Graphics, Klement’s Sausage, Time Warner Cable, and Home Instead Senior Care. The service is free for employers and job seekers.

ZippyApp
Kamyar Faron knew how difficult it was for small businesses to find seasonal employees. As a staffing industry veteran, he knew they often would have to search longer with fewer resources than larger companies. “Some people don’t know how to promote their job opening properly. Some don’t have the financial resources,” Faron said. “Some small businesses cannot afford to take out ads on Monster.com.”

Faron has developed ZippyApp, a software system designed to help employers in the hospitality, food service and entertainment industries recruit the people they need for peak periods in their business operation cycles.

Employers can list their job descriptions, and job seekers can access the software to find jobs in their area.

Despite the name, ZippyApp is not a mobile device package. It is a system that prospective employers can load onto their computers. For more information, go to www.zippyapp.com.

Recruiting Millennials in the Mobile and Social Age: ZippyApp Founder and CEO Presents at the 2015 FSTEC Conference

ZippyApp Founder & CEO, Kamyar Faron, presents at the 2015 FSTEC conference in Washington, D.C. on Recruiting Millennials in the Mobile and Social Age. 

Sunnyvale, CA, October 13th 2015 – ZippyApp Founder and CEO, Kamyar Faron, presented at the 2015 FSTEC conference in Washington D.C. on Recruiting Millennials in the Mobile and Social Age. FSTEC is an annual technology conference , and is the only one of its kind focused solely on the foodservice industry.

“The presentation was well attended with great audience participation. It was clearly a topic of interest. Many participants visited our booth for more details and further discussions on the topic. There was a lot of enthusiasm from restaurant owners and operators on the innovative technology ZippyApp offers,” stated Faron.

Hosting over 1,400 Executives, FSTEC offers a forum-like setting for new ideas and solutions for foodservice technology issues.

Which is where Faron and ZippyApp step in.

Hourly recruiting and hiring practices have changed drastically over the last decade, yet hourly employers are still working with decade-old practices – like paper applicants and traditional applicant tracking systems.

Since millennials are expected to make up 75% of the workforce by 2020, hourly employers need to be ready with a recruiting and hiring strategy to engage these workers.

“The workforce of today and tomorrow is highly engaged on mobile devices and social channels, and efficiency and connectivity are required at all stages of the job search,” explains Faron during the presentation.

ZippyApp faces millennial recruiting and hiring issues head-on by posting to popular local jobs boards and targeting jobs on social media offering maximum exposure and one-stop advertising. ZippyApp’s unique QR Code Application System allows job seekers to simply scan a barcode and apply to jobs straight from their mobile device.

About ZippyApp: A true innovation in the hourly job market, ZippyApp is the social, local, and mobile recruiting and hiring solution for the hourly job market. ZippyApp fits into any recruitment budget so organizations have nothing to lose and everything to gain by trying this innovative approach to staffing. For more information, visit: zippyapp.com/business.

Kick Apps: 7 cool tools for restaurant operators

[Originally posted in restaurant-hospitality.com]

ZippyApp promises restaurant operators swift and easy recruitment of qualified local job applicants and a more efficient way to manage the application, interview and hiring process. This new new app and marketplace for employers and hourly workers has job candidates fill out one application and apply to any restaurant in ZippyApp’s employer network. Job seekers learn about job openings at your restaurant from ZippyApp’s employer marketplace or on their Facebook and Twitter feeds. When they see ZippyApp’s window decal at your restaurant, they can simply scan the decal’s QR code with their smartphone to apply for a job.

To see the rest of the Kick Apps, go to: www.restaurant-hospitality.com.

Recruiting and Hiring Millennials (for your restaurant jobs)

Did you know more than 40% of restaurant employees fall between the ages of 16 and 24? This means a large number of restaurant staff are millennials, who are just entering the workforce and are re-shaping the world of work.

Are you ready?

The restaurant industry is projected to have a record high in sales for 2015 in response to economic improvements, and will employ approximately 1.8 million more people than it did 10 years ago. Extending from this, millennials are expected to make up 75% of the workforce by 2020.

What does this mean? That you need to develop a recruiting and hiring strategy to attract these workers. To do this, lets first take a look at some of the perks and benefits millennials want:

  • Clear growth opportunities and career paths: Career progression is a top priority for this generation —  even above competitive salaries. Millennials are committed to their personal learning and development.
  • Flexible and lenient work conditions: Millennials believe strongly in work-life balance, and many are enrolled in school. They want flexible working hours to fit those needs. Luckily, the industry is one of the few that offers flexible work schedules.
  • A fun and open environment: This generation wants to work in an enjoyable environment where they can have fun and build friendships.
  • Brand is everything: Millennials want to be proud of where they work, which means your brand is key. They want to do something that feels worthwhile, and need to believe in the values and vision of the company.

How do you attract millennials? It’s apparent from their “wish list” above that millennials are motivated by more than just money. Attract millennials by offering more of what they want! Put them on rotational assignments more frequently to gain a variety of experiences and give them a sense that they are moving toward something. Offer flexible work conditions so they can balance school and other social activities. Offer fun incentives like work outings and friendly workplace competitions. And know your brand is everything.

Recruiting millennials: Mobile is the device of choice for younger job seekers. Posting your jobs to social and mobile-enabled job sites (like ZippyApp!) allows applicants to react quickly to new postings and apply quickly with less barriers. Our unique QR Code system allows job seekers to scan and apply to your jobs straight from their mobile device — without having to install an app. Every unnecessary step or click in the apply process is a barrier and reduces engagement. This generation is tech-savvy and will spread their love for their workplace through word-of-mouth and social media platforms, which can help recruit local talent.

Social recruiting allows you to hire local, qualified applicants. We provide social recruiting by targeting your jobs to the most qualified, local job seekers on social media. We also post your jobs to the most popular local job boards on the best traffic days to give your jobs the most exposure. Our proprietary algorithm refreshes your jobs based on a variety of factors to attract job seekers at the most opportune time.

We believe social, local, and mobile are the key ingredients to millennial recruiting and hiring. Learn how you can go SoLoMo in your hourly recruiting and hiring — contact our team and get started on a free trial with ZippyApp today!

What can you tell us about your experience in recruiting and hiring millennials? We’d love to hear from you!

Turnover, Costs, Consequences (and How to Fix It!)

In the hospitality industry, high turnover remains a constant struggle. The National Restaurant Association (NRA) puts the average at about 62.4%, however, from 2013 to 2014 the overall turnover rate jumped up to 66%. Although there are many parts to this percentage, the quit rate alone in 2014 was 47% — putting hospitality managers in a very vulnerable position.

Why is this?
• The hospitality industry is one of the few that has seasonal staffing spikes throughout the year – taking place in January, June, and October. These spikes add to the normal turnover numbers.
• Overall, 31% of the hospitality workforce work only part-year (a form of temporary part time employment), compared to 19% of the total U.S. workforce.
• The existence of multiple competitive establishments in almost all communities gives employees additional opportunities in a competitive environment.

Consequences. The financial impacts of high turnover rates cut deep into budgets. Here are some factors to consider:
• Cost of job listing services
• Cost and time it takes to train new employees
• Cost of new uniforms
• Time it takes to find new employees
• Time it takes to interview candidates
• Time it takes to coordinate with hiring managers
• Time it takes to schedule around losing an employee

These are all issues of the past. ZippyApp faces many of these challenges head-on by providing you with the following:
• Job listing services: We post your jobs to the most popular local job boards, offering the largest job distribution network.
• Train new employees: View the candidate’s skills and experience in one easy-to-follow common employment application. Hire those with the qualified experience to keep training to a minimum.
• Find new employees: Our unique algorithm brings you the most qualified applicants for your jobs.
• Interview candidates: Use the tags provided in our Applicant Management System to communicate with other managers at your establishment. Be sure the candidate interviews with a few different people to ensure they fit well with company culture.
• Schedules: View a candidate’s availability in their Common Employment Application to ensure seamless scheduling.

Ways to fix it. Experts agree; the single best way to reduce employee turnover is to hire the right people from the start. We understand hourly hiring is a local practice, and we provide you with only local, qualified applicants – ones that have less risk of a higher rate for turnover. Our team is dedicated to making sure your job descriptions include the proper SEO keywords to help get your jobs in front of the right candidates.

Strategies. Although there are factors out of your control that can affect your turnover rate – like the local economy and seasonal spikes – there are strategies you can put into place to keep your employees happy and loyal.
• Create the right culture: 49% of applicants say work culture is important in a job. Create an environment that is open and welcomes and appreciates feedback. Schedule one-on-one meetings or create anonymous surveys to find out how employees feel about their role, and what might need to change.
• Provide a clear career roadmap: 45% of applicants say growth opportunities within the organization is important when deciding if they want to take a job or not. Map out a clear path for advancement, making sure you understand the goals of each employee. Try your best to get them on that path, or be prepared for them to go somewhere else that will give them the opportunity.
• Be fair with schedules: 41% of applicants say the hours they are expected to work are an important factor in their job. Employee favoritism kills morale. Be fair by not playing favorites. Don’t be unfair by always giving certain employees better schedules and shifts than others. Be sure to pay attention to schedules to make sure you don’t burn employees out.
• Be competitive: Offer competitive wages and benefits. Providing incentives, like scheduling team outings outside the workplace and providing meals to your employees, are ways to keep employees happy.
• Show them you care: Be supportive through school and personal times. Providing flexible schedules will help build the loyalty needed to keep them happy.
• Take criticism: Employee insight can help fix your turnover. If they are unhappy, find out why. Even if it is too late and they moved to another job, this advice can be valuable in reducing your future turnover.

Have any turnover strategies to share, or want to learn more about reducing your turnover? Post a comment here!

*Statistics taken from the National Restaurant Association.

ZippyApp Receives Record Reception at 2015 Multi-Unit Franchising Conference.

ZippyApp’s complete suite of social, local, and mobile recruiting solutions for the hourly job market was a major success at the 2015 Multi-Unit Franchising Conference in Las Vegas, NV.

Sunnyvale, CA, May 19, 2015 – ZippyApp, the marketplace for hourly job seekers and employers, announced today that it had a record number of exhibit traffic at the Multi-Unit Franchising Conference held in April in Las Vegas, NV. The conference is attended by successful franchisees looking for new franchise opportunities as well as solutions to improve the operations of their existing franchise units. The event is primarily attended by QSRs and other food-related concepts, however, there were participants from other non-food related concepts as well.

“We are thrilled by the reception we received at the conference and the enthusiasm of the franchisees in experiencing the innovations offered by ZippyApp. Franchisees were excited to hear about the well thought-out solution and were delighted by the cost effectiveness of ZippyApp. A significant majority of visitors were ready to engage at the show and most went live with ZippyApp immediately following the conference,” stated ZippyApp Founder and CEO Kamyar Faron. “Participants particularly appreciated how ZippyApp addresses their unique recruiting challenges, which are always missing from on-boarding and workforce management solutions,” added Faron.

About ZippyApp: A true innovation in the hourly job market, ZippyApp provides social, local, and mobile solutions for 24/7 recruiting and hiring. ZippyApp is raising the bar in recruiting and hiring by setting the gold standard for local staffing with their efficient, effective, and effortless system. ZippyApp fits into any recruitment budget so organizations have nothing to lose and everything to gain by trying this innovative approach to staffing. For more information, visit http://www.zippyapp.com.

ZippyApp to Attend The Multi-Unit Franchising Conference in Las Vegas, April 8-10th

The 15th annual Multi-Unit Franchising Conference (MUFC) is just a week away and we are busy at the office getting ready! The MUFC is a unique event as it is highly influenced by the very best in multi-unit franchisees. The purpose of the show is for franchisees to learn how to grow their business, and this year’s theme Shaping the Future is designed to help franchisees identify ideas, take action, and build growth.

Some of the topics that will be covered are:

  • Build topline sales in your individual locations
  • Access and develop the talent needed to grow your business
  • Determine how to grow: Is it through new brands, locations, markets, or acquisition?
  • Access the right capital to put your growth plans in place

So where do we fit in? Our Social, Local, and Mobile recruiting and hiring platform is a fresh take on old hiring processes. Traditional hiring methods do not work for localized franchisees — particularly those in the restaurant and service industries. Each franchisee location experiences varying hiring needs at any given time. Turnover rates are extremely high, sometimes averaging over 120%.

Our platform is specifically designed to address the recruiting and hiring needs of these franchisees. With our unique QR Code Apply System and Common Employment Application, job seekers simply create one application and use it to apply to jobs — straight from any mobile device. Our Organization PagesHiring Portals, and Applicant Management System are designed to meet the needs of even the busiest hiring managers.

Are you ready to go Social, Local, and Mobile in your recruiting and hiring? Stop by our booth #210 to learn more. To incentive you even further, one lucky visitor will win a Samsung Galaxy Tab 4, and a year of free service! If you won’t be attending the show, you can contact our Help team at info@zippyapp.com.

Why attend the 2015 Multi-Unit Franchising Conference? MUFC Chairman Robert Branca explains: