Franchises: Set Franchisees Up for Hiring Success

Franchisors have valuable data, insights, and best practices to support franchisees with almost any area of the franchised business model, but one area tends to be more ambiguous than others – employment. Many franchisees make their own employment decisions: designing their own recruiting process, controlling their hiring decisions, and compiling an employee benefits package. This level of franchisee independence is critical to avoiding joint-employment on behalf of the franchisor. However, the franchisor often has insight into industry recruiting trends, pitfalls, and effective hiring practices. As we mentioned in a previous post, franchisors can avoid joint-employer implications, while still delivering value, by offering optional resources to franchisees. This post will go into detail on a few resources that can provide tremendous value to franchisees:

Careers Page Portal

The franchise brand is the most valuable asset to a franchisee – attracting customer and job seekers alike. Franchisors who provide a branded, central careers portal for their franchisees are capitalizing on this brand power and setting their franchisees up to attract quality candidates. The franchisee maintains the direct relationship with the partner (a job posting platform or applicant tracking system) while the franchisor website acts as conduit, hosting the careers page and aggregating all franchisee postings. Since all active job positions from all franchisees are in one place, job seekers can apply through the brand directly to any franchisee.

Encourage Hiring Education

Many franchisees have little to no experience with HR or hiring practices. From writing compelling job descriptions and screening applicants to asking the right interview questions, it’s easy to for new business owners to feel overwhelmed when navigating the world of hiring. Referring to the experts is the the best guidance a franchisor can provide.  Encourage franchisees to educate themselves on hiring guidelines and employment law, and advise them to seek out reputable HR resources.  With a deeper understanding of making great hires, franchisees can institute best practices to grow their business and help build a trusted franchise brand.

Preferred Partner Relationships

Franchisors can provide value and even a competitive edge by recommending partners that have proven success for other franchisees. For example, a franchisor might partner with an Applicant Tracking System provider like CareerPlug to offer an option to franchisees for distributing jobs and managing the hiring process.  This can allow franchisor to incorporate brand standards while the franchisee-partner relationship is managed independently (an important distinction in relation to co-employment).  With this setup, both franchisor and franchisee benefit: franchisees from having expert hiring resources and franchisors from the success that follows when franchisees make better hiring decisions and grow their business.  

Next Steps

Evaluate where your franchisees struggle with their employment processes and consider how you can provide resources and expertise as a franchisor. When your franchisees hire great people, grow their businesses, and increase their revenues, everyone wins. To learn more about the ways your franchise system could benefit from this optional, resource-based approach to franchisee support, contact our team!

Please note: The information in this blog post is intended to provide useful information on the topic covered, but none of the information herein should not be construed as legal advice or a legal opinion.

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Hiring is hard, but partnering with us makes it easier. From posting jobs to scheduling interviews, CareerPlug allows you to automate certain parts of the process to improve your results and save you time.



Once you think you have found the right person, use our reference and background check resources to verify them. Then, send an electronic offer letter from CareerPlug to close the deal!



Use our prescreen questions and assessments to identify the best applicants. Then use our interview questions and scorecards to evaluate for the right things consistently.



Use our notifications and automations to be the first to respond to qualified applicants. Send texts and emails from directly from CareerPlug to convert applicants to scheduled interviews.



Use our templates to create an attractive careers page and job posting. Then promote it through our job board partners, as well as directly with your employees, customers, and social network.


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Originally from small town in central Texas, Ashley Johnson graduated from Texas State University in 2013 with a degree in Business Administration. She was hired by CareerPlug as a Talent Specialist in 2014, and moved up to ultimately lead the Recruitment Services team. From there, she pivoted to Implementation, and is now the Implementation Manager.

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Chris accidentally started a 20-year career in franchising when he was 18 years old and took a job painting houses for College Pro Painters. That job turned into the ownership of his first franchise (a house painting franchise). While at Monmouth College in IL, he operated his business, played on the varsity football team, and studied to become a teacher.

The taste of entrepreneurship and desire to coach others led Chris deeper into franchising, working with a few franchise brands helping them grow their businesses. He lived in the Chicagoland area his entire life until recently moving his family to Austin, TX.

In his free time Chris coaches youth sports, especially youth football, and spends as much time as he can with his wife and 2 children.

Jenny Leman


Native to Texas, Jenny graduated from the University of Texas at Austin in 2004 and joined CareerPlug in 2017. She retired her first career path as a Registered Dietitian after 10 years, and has found her true belonging in business operations.

As CareerPlug’s President, Jenny leads all teams to an aligned effort toward achieving our vision. She works to build healthy and scalable internal systems to equip and empower the CareerPlug teams to bring their best for our clients. She loves contributing new ideas and rethinking the status quo. Jenny really connects with the company’s core values, but especially with our intent to “Keep Growing.”

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Clint founded CareerPlug in 2007 with the simple idea that there was a better way to help employers connect with quality applicants. Today Clint works every day to fulfill CareerPlug’s mission: Make Hiring Easier. Leading by example, Clint loves spending his time developing new ideas and teaching others.

After graduating from the University of Florida, Clint worked in investment banking and strategic marketing; both experiences influenced the development of CareerPlug. He also spent a year away from the business world teaching 5th grade in Boulder.

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