Crumbl franchisee gains applicants and operational efficiency with Workstream

For six-location Crumbl franchisee Christian Bankhead, attracting new applicants was the easy part. The challenge Christian faced was losing those applicants somewhere in the hiring process. Between the initial screenings and interviews, he estimated only 5 percent of applicants would return to complete the hiring cycle. After switching to Workstream and shortening the cycle down to just a week, everything changed.

“The biggest thing is the customer service. I know my implementation specialist by name. I also know my payroll customer support by name. It’s awesome! That makes me feel that I’m valued.”

Christian Bankhead

Multi-unit franchise owner and operator, Crumbl
The problem

Keeping applicants engaged felt impossible

About Crumbl

Crumbl Cookies is a fast-growing bakery franchise known for its rotating menu of freshly baked, gourmet cookies. Founded in 2017 in Logan, Utah, Crumbl offers an innovative weekly lineup of unique cookie flavors alongside its signature warm chocolate chip cookie.

With a focus on quality ingredients, eye-catching presentation, and a fun, interactive customer experience, Crumbl has expanded to hundreds of locations across the U.S. Its iconic pink boxes and viral social media presence have made it a favorite among dessert lovers nationwide.

Brand: Crumbl
Industry: Restaurant
Employees: 29,000+
Locations: 1,000+

Finding the right number of qualified applicants on a consistent basis is challenging enough. For Christian, the bigger problem was keeping those applicants engaged throughout the hiring process. He was losing up to 75 percent of new employees before they ever started.

“We struggled to communicate consistently with our applicants. We would review them once a week and invite them for an interview. Maybe they would remember their interview…or not. And we were only getting about 5 percent to actually really come in and complete the hiring cycle,” Christian said.

For a long time, he relied on multiple programs to handle their recruiting, hiring, and onboarding needs. “One of the most frustrating parts as a new manager is trying to figure out all the different systems and platforms. When someone was hired, we had to tell them to download seven apps.”

Employee retention was another major hurdle for Christian. “There is a series of checklist items that we need to do for them to be able to work. Even those we hired, we struggled to retain even 25 percent of them. To staff my store, I was interviewing hundreds of people and having thousands of applicants. That was really hard. It was very time consuming for my general managers and myself.” Hiring quickly began to conflict with daily operations. 

To manage all six locations and his growing workforce more effectively, he needed an all-in-one solution that could do more than recruit and hire employees. 

The solution

Improving admin processes with one integrated HR platform

During his search for a platform that fit his needs, Christian gave Workstream a try. Almost immediately, he noticed the difference—especially when compared to the systems of the past. Not only for its ability to source applicants, but for how it benefited his existing employees.

shift-icon5

One app for workers and managers

Christian’s employees found it difficult to locate important information without his help. “The majority of my employees want to understand when they’re getting paid, what the dates were in their pay period, their withholdings and things like that.” Today, those details and more are readily accessible with one app. 

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Automated interview scheduling

“When we made the transition to Workstream, it became very automated. And the thing I liked most is the ability to schedule right away—being able to set my open schedule and have them pick availability. Instead of us having to reach out and find a time for these applicants, they were appearing within the next day. It was really powerful and got us way faster into the hiring cycle.”

Faster onboarding

Faster onboarding

Workstream optimized Christian’s hiring-to-onboarding process as well. “My demands change week to week. When I need to bring somebody on, I often need to bring them on within a week. It shortened our total hiring cycle from probably three weeks down to a week. That made a massive difference.” 

the wins

Investing in the future

Workstream saves Christian hours every week. Time spent hiring for all six Crumbl locations has gone from 15 hours a week down to five. Smart screening questions help ensure that everyone who comes in to interview is qualified and ready to go.   

But more than just an HR tool, Christian sees Workstream as a differentiator. "One of the toughest parts about hiring hard workers is they often will take the first job presented to them. Being fast and being agile helps us present an offer to them faster than our competitors.” 

“It allows me to kind of figure out where to invest my time. It’s kind of like an investment. One that pays over time and continues to improve. But I can tell you that you’ll see it right away.”

See how Workstream can help you manage and pay your hourly workforce

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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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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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