ExEcutivE SummaryIn an industry where employee turnover is a regular occurrence and the volume of applicants for open roles is high, Wingstop needed a solution that would help them fill positions quickly, deliver the best employees, and access top talent faster than their competition. Since hiring is a regular part of management responsibility, Wingstop was looking for a more efficient process that would allow general managers and district managers to shift their focus back to driving revenue and spending time with customers.

Wingstop Lands Top Talent And Optimizes Hiring Efficiency With Hoops Talent On-Demand

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THE CLIENT1

Founded in 1994 and headquartered in Dallas, Texas, Wingstop (http://www.wingstop.com) has more than 845 restaurants open across the United States, Mexico, Singapore, the Philippines, Indonesia, and the United Arab Emirates. Wingstop opened its first franchise in 1997 and today franchises make up the majority of its locations.

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THE cHallEngEs2

A Wingstop district manager had a hiring crisis on his hands. There were thirteen open positions at one of his locations and finding dedicated employees to fill these positions was taking up a lot of his time. He had two primary methods of getting applicants: 1) posting on Snagajob, which inundated him with hundreds of applications to review and candidates to track down for phone screens and interviews; 2) putting a ‘Now Hiring’ sign on his door, which meant spending 15- 30 minutes meeting with every applicant who came in to determine next steps.

With an average of 5 hires from every 100 candidates, this manager was spending a significant amount of time trying to identify the top candidates and weed out the rest. Meanwhile, his time to hire (from posting to offer) was getting longer and longer. He was also finding that candidates were not engaged, that they lacked accountability in the process, and that they were looking for ‘a job’ vs. really wanting to work for Wingstop. He desperately needed a way to find better candidates.

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THE soluTion3

After discussing his existing hiring process, as well as his current hiring needs, the Hoops team worked with this manager to fill several of his open positions. Questions and tasks were created, based on the success factors for each position, and messages were written that would be sent to candidates at each stage of the process. The manager noticed an immediate difference after implementing Hoops Talent On-Demand. Because candidates were accountable for getting through the hiring loop, he was spending less time directly involved in the hiring process and more time running his business.

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THE rEsulTs4

This manager experienced an overwhelming improvement in his overall hiring process using the Hoops Talent On-Demand platform. Hoops Talent On-Demand slashed the time to hire from 21 days to 7 days. How? Hoops Talent On-Demand eliminated the need to review applications and track down candidates for phone screens because the high definition profiles gave him all the information he needed to identify the best candidates for his open roles. And since Hoops Talent On-Demand let him focus on only the top candidates for every position vs. every applicant, his total time devoted to hiring went from 2 hours a day to 2 hours a week. This allowed him to spend the equivalent of 1 additional day a week focused solely on running his business and driving revenue.

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THERESPONSE5“

To find out how Hoops Talent On-Demand will deliver top talent for your open positions, give us a call at (877) 262-7358 or visit us online at www.hoopshr.com.

“ “Because Hoops Talent On-Demand is so efficient, it has saved me boatloads of time! It allowed me to reinvest that time so I can focus on all my other responsibilities.”

Candidates are loving the process! They’re excited about the opportunity to drive the hiring conversation and put their best foot forward to really show us their value.