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Streamlining operations keeps a leading Bojangles franchisee fully staffed

Rajiv Dinakaran, a Bojangles franchisee, faced hiring challenges and inefficiencies in his restaurants. However, after implementing Workstream's user-friendly platform, his struggling locations saw a remarkable increase in applications, some up to 1400%, creating a brighter future for his Bojangles franchise.

"Within the first 90 days is when we typically lose people. If we can monitor their progress at 30, 60, and 90 days, we’re more likely to retain them over a year. Workstream has helped keep that organized because we know when they’ve applied, interviewed, have data and key metrics from pre-hire to post-hire that helps you to retain people, which is obviously huge dollars and cents."

Rajiv Dinakaran

Owner and Operator, Georgia Foods, LLC. dba Bojangles
The problem

Low applicant flow hurts growing franchise business

About Bojangles

Georgia Foods is a 41 location franchisee of Bojangles. Bojangles is an American fast-food restaurant chain specializing in Southern-inspired cuisine, with a particular focus on biscuits, chicken, and breakfast items. It was founded in 1977 in Charlotte, North Carolina, and has since grown to become a popular regional chain primarily located in the Southeastern United States with both company-owned and franchise locations.

Locations: 800+
Industry: Restaurants
Employees: 9,900

Rajiv Dinakaran cares a lot about every employee who works at his 41 (and counting) Bojangles locations in Georgia, North Carolina, and Virginia. Long before becoming a franchisee himself, he worked at his father’s Bojangles restaurant as a crew person while in high school. 

Because of his 15 years of industry experience, Rajiv realized hiring would always be a big concern or a big opportunity—especially when trying to acquire and staff new locations. With an HR platform that required job postings and applications on employment sites to be managed manually, time that could be spent training and developing crew members was being dedicated to paperwork. 

Five years into being a franchisee, Rajiv also noticed certain locations were only averaging two or three applications a month. When asking people at his struggling Bojangles restaurants about their hiring challenges, it simply came down to “we just can’t find help.” But was it really a matter of not having enough job seekers to staff those franchises or not reaching them where they are?

the solution

Simplifying hiring for applicants and managers alike

While looking for a more user-friendly hiring solution, Rajiv and his operations team discovered Workstream. Within 60 days of using the platform, once struggling locations began averaging 30 to 40 applications per month—an increase of as much as 1400%. Rather than struggling to find help, those very same Bojangles restaurants are now fully staffed.

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Text-to-apply

For Heather Cunrod, Director of People & Culture for Rajiv’s Bojangles locations, Workstream has been a game changer. “I definitely think it’s cut about 50% of my time. They can just text to apply and do the application on their phone—instead of walking into a location, getting a paper application, sitting down, filling it out, handing it in, not knowing where they’re at in the process.”

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Onboarding

The platform also streamlined the onboarding experience for hiring managers. “Before,” Rajiv recalls, “someone’s birthday was entered (in the system) something crazy like 12 times because they had to enter it in the initial application, enter it in their hiring paperwork, then enter it in the back-office PC, and then enter it into payroll. Versus Workstream, it’s just like they apply (once) and it’s done. What used to take 20 minutes a person is down to maybe a minute.”

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Team Operations

With Workstream, Rajiv’s operations team has also improved their retention strategy overnight. “Within the first 90 days is when we typically lose people. If we can monitor their progress at 30, 60, and 90 days, we’re more likely to retain them over a year. Workstream has helped keep that organized because we know when they’ve applied, interviewed, have data and key metrics from pre-hire to post-hire that helps you to retain people, which is obviously huge dollars and cents.”

1400%

increase in applications

built for the hourly workforce

Back office operations are under control

Workstream has streamlined Heather’s entire recruitment, hiring, and onboarding process. She can realistically get somebody in the door within an hour after an interview—which is especially helpful when you average 50 hires every week and need to ensure their direct deposits are good to go.

For Rajiv, Workstream is a no-brainer. His operations team now enjoys a one-stop shop for their staffing needs at all 41 locations. Assistant managers, store managers, and district managers can now spend more time shaping work culture, knowing their staffing needs are taken care of.

Learn more about how Workstream helps restaurants hire, retain, and pay their teams

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Personal Information and Sensitive Personal Information

Before we discuss the right to limit and the right to opt-out, we must first define personal information and how it relates to sensitive personal information.

Personal information is any data that identifies, relates to, or could reasonably be linked to you or your household. A few examples of personal information include:

  • Name or nickname
  • Email address
  • Purchase history
  • Browsing history
  • Location data
  • Employment data
  • IP address
  • Profiles businesses create about you, including pseudonymous profiles (“user1234”)
  • Sensitive personal information

Sensitive personal information or “SPI” is a subset of personal information, defined as:

  • Identifying information (e.g. social security number, driver’s license)
  • Financial data (e.g. debit or credit card numbers)
  • Precise geolocation (within a radius of 1,850 feet)
  • Demographic or protected-class information (e.g. race/ethnicity, religion, union membership)
  • Biometric and genetic data (e.g. fingerprints, palm scans, facial recognition)
  • Communications and content (e.g. mail, email, text messages)
  • Health and sexual orientation (e.g. vaccine records, health history)

Right to Opt-Out

Californians have the right to opt-out of the sale and sharing of their personal information. That means you have the right to opt-out of the sale of your personal information to third parties (e.g. data brokers, advertisers). You also have the right to opt-out of the sharing of your personal information to prevent the targeting of ads across different businesses, websites, apps, or services.

CCPA-covered businesses must provide a link to allow you to exercise this right. It is usually found at the bottom of a webpage and will say “do not sell or share my personal information” or “your privacy choices.” Sometimes businesses offer privacy choices through a pop-up window or form

To opt-out of the sale and sharing of your personal information, click on the link or use the toggle provided by the business and follow the directions. Doing this on every website you visit can feel burdensome, but to ease the burden you can automatically select your privacy preferences for every website by using an opt-out preference signal, or OOPS for short.

An OOPS is a user-friendly and straightforward way for consumers to automatically exercise their right to opt-out of the sale and sharing of their personal information with the businesses they interact with online. An OOPS, such as the Global Privacy Control. It can either be a setting on your internet browser or a browser extension. With an OOPS, consumers do not have to submit individual requests to opt-out of sale or sharing with each business.

Right to Limit

Californians also have the right to direct businesses to limit the use and disclosure of their sensitive personal information.

Businesses covered under the CCPA must provide a link on their website that allows you to request the limiting of your SPI, if they plan on using it in certain ways. That link will also typically be at the bottom of a webpage and will say: “limit the use of my sensitive personal information” or “your privacy choices.” Once you send this request, the business must stop using your SPI for anything other than to:

  • Provide requested goods or services
  • Ensure security and integrity
  • Prevent fraud
  • Maintain system functionality
  • Comply with legal obligations

Bringing it Together

In summary, the CCPA gives you the right to opt-out of the sale and sharing of your personal information and gives you additional rights to further limit the use and disclosure of your sensitive personal information.

When you exercise these rights together, you exert greater control in protecting your personal data which is important for your identity, safety, and financial health.

If you are on a business’s website and you can’t find the links to exercise your rights, remember to check their privacy policy. The privacy policy should tell you how you can exercise your rights under the law.

If you find your rights being violated, you can submit a complaint to CalPrivacy.

Next in the LOCKED series, we will explore the right to correct and right to know. Follow us on social media to get live updates or check back in one week for the next post.

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