<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=395330474421690&amp;ev=PageView&amp;noscript=1">

Going digital: How this Jimmy John's group saves hours on hiring each week

When the executive vice president of a multi-location Jimmy John’s franchisee realized their administrative challenges were slowing them down, she went on the hunt for the right HR tech. With Workstream, they streamlined their hiring process, reducing time spent on weekly hiring tasks from four hours to as little as 30 minutes.

"For us, Workstream just really closed the gap between how hard the applicant has to work to get this job. Because if they have to work too hard, we know they’ll work somewhere else."

Deb Merrill

Executive VP over Jimmy John's franchise group
The problem

Piles of paperwork slow down hiring and onboarding

About Jimmy John's

Jimmy John's is a well-known American fast-food chain famous for its sandwiches, speedy delivery, and emphasis on fresh ingredients. It has grown into a significant player in the fast-food industry with numerous franchise locations across the United States.

Locations: ~2,745
Industry: Restaurants
Employees: ~45,000

As executive vice president of an ownership group that operates 12 Jimmy John’s franchises, Deb Merrill often has to wear several hats. On a daily basis, she oversees HR tasks, payroll, and safety enforcement. Across all these operational duties, Deb was spending several hours each week.

In addition to Deb’s time, her area managers were spending hours auditing their GMs’ work, and GMs were spending time auditing their assistant managers’ work. Hiring was a costly process; adding up to 20 or 30 hours of work per Jimmy John’s location each week.

The culprit? All of 12 restaurants were still managing hiring manually on physical paper. This meant using reams of paper for printing their new hire packets, employee handbook updates, or job applications. Without an online application method, her team had to make sure that each item of paperwork was filled out completely by hand—and any delays gathering this information meant delays in new hire starts.

the solution

Digitizing processes to save time

Deb decided to try Workstream. However, switching to a digital onboarding solution wasn’t an easy decision. In the past, she’d tried other tools which proved too difficult for her managers to figure out. “It ended up being more effort for me, more work—I still had to collect the physical documents as backup because nothing was completed,” Deb says. But not with Workstream.

Onboarding icon

Onboarding

Unlike the other HR systems she’d tried, Workstream proved virtually painless. “It took me about a day to get all of my documents ready for Workstream. And maybe about a day for everybody else to get trained on it. The first payroll that we did where everyone was using it for their onboarding was the easiest payroll I ever had. It was all worth it to learn Workstream.”

document icon

Document and Signature Management

She’s also excited about their upcoming employee handbook update. What was once an annual event that involved printing and distributing over 200 handbooks to be individually signed and returned, is now a quick text and digital signature. Another manual process Workstream simplified and made online for Deb. “I’m very excited about this.”

Hiring icon

Hiring

Applicants love it too. When looking for jobs at one of Deb’s Jimmy John’s restaurants, applicants can now apply via text message. and get a response instead of coming into the store. And when they get hired, they can even complete their onboarding paperwork over the phone.

87.5%

less time spent on hiring tasks

built for the hourly workforce

Feeling freaky fast

Gone are the days of having new hires stop by to fill out a 25-page booklet or come back whenever an item is missing in their onboarding paperwork. Instead of dedicating up to four hours each week to hiring tasks, Deb now spends maybe 30 to 60 minutes.

And she’s not the only one impressed by Workstream. “My managers are happier. They’re spending more time making sandwiches than being focused on payroll or HR items and less time being upset.” Now that Deb can see how quickly her managers contact and respond back to job seekers, she feels she’s optimized the applicant experience.

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.

Essential

Required to enable basic website functionality. You may not disable essential cookies.

Targeted Advertising

Used to deliver advertising that is more relevant to you and your interests. May also be used to limit the number of times you see an advertisement and measure the effectiveness of advertising campaigns. Advertising networks usually place them with the website operator’s permission.

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.

Analytics

Help the website operator understand how its website performs, how visitors interact with the site, and whether there may be technical issues.

Right to Limit Use of Sensitive Personal Information

You also have the right to limit how we use sensitive personal information (such as precise geolocation, financial data, etc.).

Your preference has been saved. We will not sell or share your personal information.