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

Our best offer of the year is back!

Up to 8 months free on Payroll & All-in-One plan

How this Jimmy John's group scaled to 16 locations while cutting hiring time from weeks to minutes

Nick Venzon's South Bend, Indiana restaurant group started on Snagajob, where getting one application a week was considered a win. Seven years after switching to Workstream, they open new stores to 40–50 applications in the first few days — and can onboard new hires in minutes, not weeks.

"In the last seven years, I've seen Workstream be a small startup with a lot to offer. And in the past seven years, it feels like they've surpassed everybody in the field. For anybody on the fence, I feel like you're not going to be sorry that you take a chance on Workstream — it's going to end up being everything you need and more."

Nick Venzon

Owner/Operator, 16 Jimmy John's Locations, South Bend, Indiana
The problem

From One Application a Week to 40–50 in Days

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

When Nick's group acquired its first nine stores, hiring ran through Snagajob. Application volume was the core problem. "You'd be excited if you got an application, like, once per week," Nick said. "We kind of felt a little helpless." Without a reliable candidate pipeline, the group had limited ability to replace underperforming staff. "When you buy a group of nine stores, there's people that you feel like aren't great and you want to replace them, but then you're looking at: where am I getting people from?"

Onboarding created a separate bottleneck. Nick's HR department is based two hours from South Bend. Every new hire required a paper packet filled out at the store, mailed to the office, and entered manually into the HR system. A missed signature meant scanning the packet back, getting a re-sign, and restarting the clock. "It would probably take about a week, week and a half from hire to actually being in the system," Nick said. In the worst cases, candidates didn't wait. "Sometimes you'd have somebody fill out paperwork and then by the time they were allowed to start, they'd be gone."

The solution

How Workstream Transformed Nick's Hiring and Onboarding

The group switched to Workstream in April 2019. Today they rely on two core capabilities: the Talent Network for sourcing and digital onboarding for paperwork. When their most recent store opened, they activated Workstream three weeks before opening day. Forty to fifty applications arrived in the first few days — more than they needed, with overflow routed to existing stores for cross-training.

icon-Sep-28-2024-05-58-55-9671-AM

Talent Network

Lets managers filter for specific candidate profiles and send targeted invitations to apply. For planned hiring, Nick instructs general managers to open the process on Mondays and close it by Friday — applications come in, interviews run mid-week, and the offer goes out by end of the work week. For urgent gaps, the Talent Network compresses the timeline much further. When two delivery drivers left within days of each other, Nick's team used it to source, interview, hire, and have a replacement start within 24 hours. "We haven't had that fail us yet," Nick said.

icon-Mar-15-2024-08-35-16-7746-PM

Digital Onboarding

Solved the two-hour HR gap. Nick's team worked directly with Workstream to build a digital process that matched their operational setup. Paper packets are gone. New hires complete all onboarding paperwork on their phones — the HR department receives it automatically, and it goes into the system immediately. "Now everything is a click away as far as somebody getting hired on their phone or on their computer," Nick said. "It's put in the system automatically and it's done."

~45

applications for a new store opening

73% reduction

in onboarding time, from 1.5 weeks to 2.8 days

the wins

7 Years of Growth — From 9 Stores to 16

The Talent Network changed the group's hiring leverage from the first month. "When we signed up and started getting more applicants in, we were a lot more flexible on who we wanted to keep," Nick said. That flexibility carried through seven years of growth: 9 stores to 16, each expansion supported by Workstream.

Paper onboarding took a week to a week and a half, with error-driven delays adding more time on top of that. Digital onboarding takes minutes. The change also eliminated a category of attrition unique to the paper process: candidates who completed their paperwork but quit before the mail lag cleared.

The broader ownership network that includes Nick's stores spans more than 200 locations and has migrated entirely to Workstream.

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

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.