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Hiring your way: How a Burger King franchise group got 10x more interviews

Viking Restaurants, a Burger King franchise group, was struggling to get applicants to staff its 26 restaurants. By customizing the hiring process, embracing mobile, and implementing self-scheduling with Workstream, they experienced a 10x increase in interview completion rates.

“For us to be as successful as possible, we need the best possible employees that we can get. Workstream allows us the ability to get better employees. That’s been a success for everyone.”

Troy Hennen

Director of Operations, Viking Restaurants
The problem

An application dry spell leads to poor customer service

About Viking Restaurants

Founded in 1954, Burger King is the second-largest fast-food hamburger chain in the world. Home of the iconic flame-grilled Whopper, the brand is known for its commitment to premium ingredients, signature recipes, and family-friendly dining experiences.

Viking Restaurants is a growing franchise group with more than 26 Burger King restaurants in Minnesota, North Dakota, and South Dakota. They’ve been serving high-quality food with outstanding guest service since 2006.

Locations: 26+
Industry: Restaurants
Employees: ~600

Today’s QSR industry continues to face a nationwide labor shortage, which makes it challenging to find and retain qualified employees. Steve Prow, a District Manager who oversees five of the 26 Burger King franchises for Viking Restaurants, understands this challenge better than most.

 One of his Burger King locations hadn’t been fully staffed for almost two and a half years. In a 12-month period, that particular restaurant would only receive a total of 40 applications—not all of them qualified applicants.

Setting up interviews was another challenge. Al Martinson, Operations Support, was spending too much time reaching out to applicants for managerial roles. “Nobody answers their phones today, so I would wait for a callback. Sometimes we’d connect. I’d suggest the time, and they might come back and say ‘That won’t work.’“ 

As staffing struggled, so did customer service.

the solution

Customization and automation to the rescue

Sensing their existing applicant system might be part of the problem, Al and his team made the decision to try Workstream. Almost immediately, restaurant managers noticed a change for the better in every aspect of the hiring process—including the number of interviews completed.

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Customizable hiring

“One of the things we use in our ad slogan is ‘live life your way’ tied in with the ‘have it your way’ message of Burger King. And this applicant system really allows the candidate to apply in a way they want to, set their own interview schedule, and it’s really allowing them to do it their way,” Al says. Workstream made it possible for his team to customize their applications to their needs. In this instance, making the form easy and simple enough to complete everything on their phones.

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Automated scheduling

“It all starts with the first impression,” Steve notes. “Our managers know when the interviews are coming, and we schedule for that time. In the past, maybe somebody showed up for an interview, and we didn’t plan for it. Then it’s maybe, ‘I’ll get to you when I can.’ So we didn’t start off on the right foot. By having my managers set the times they know when interviews are going to be, we do a much better job of being organized and showing them we’re a good company to work for.”

Troy Hennen, Director of Operations says, “All that time not spent having to look at applications to call somebody, but letting our applicants set up their own interviews is a financial savings.”

10x

more interviews on average

built for the hourly workforce

A better experience for managers and applicants alike

Since using Workstream, Burger King locations throughout their franchise group are completing 10X more interviews on average. With managers getting a text every time that somebody applies, response time is almost immediate—ensuring a great applicant experience at the start.

Once the franchise group switches to its new payroll system, Workstream will play a big role in collecting employee paperwork, sharing documents, and simplifying the onboarding process.  

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

Book a demo

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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Personalization

Allow the website to remember choices you make (such as your username, language, or the region you are in) and provide enhanced, more personal features. For example, a website may provide you with local weather reports or traffic news by storing data about your general location.

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