Franchises: Structuring the Recruiting Process

Franchise Recruiting Issues

Franchises know it best, employing the right people can mean the difference between success or failure in any line of business. Even though franchisees’ intentions are to hire great employees, an unstructured recruiting process often leads to bad hires and, consequently, employee turnover. Restaurants and retail stores comprise some of the largest franchise systems and have reported employee turnover rates at approximately 66 percent, up from about 56 percent in 2010. Constantly back-filling employees can be one of the most stressful and expensive tasks in the operation of a franchise.  A bad hire can lead to a loss of valuable time and definitely unnecessary costs incurred by the franchisee. This doesn’t have to be the case. While franchise systems should not mandate any recruiting processes, franchisees should strive to educate themselves on the structure of a successful recruiting process that can lead to endless benefits for their business.

When a franchise recruiting process is structured, franchisees can achieve higher quality and consistency of hires. Our experience with franchises has helped us identify the most vital procedures for a franchisee’s recruiting process.

Create an Accurate and Compelling Job Description – Attract the Best Talent 

A clear definition of requirements and day-to-day responsibilities is essential for attracting the most qualified candidates and discouraging those who are unqualified from applying. Creating a job description that exaggerates any facet of the job can be troublesome since applicants are typically searching for positions that are similar to their previous experience. Also, be sure to include any benefits or perks the franchise offers to strengthen the opportunity’s value to top talent.

Include Prescreen Questions – Identify Great Candidates & Save Time

The use of prescreen questions is helpful for both candidates and franchisees. Applicants get a better understanding about the requirements of a position, while franchisees are easily able to filter out the unqualified applicants and focus their attention only on people who meet the necessary requirements. Including this step can save franchisees hours of time while moving in the right direction of a more efficient and effective recruiting process.

Send Assessments – See Beyond the Resume

Sending assessments to candidates who have met the initial requirements of the position gives franchisees the ability to evaluate certain soft skills – such as sales potential or integrity – as well as cognitive ability. With an ATS like CareerPlug, franchisees can even compare applicants’ assessment scores to those of the current best talent at the franchise.

Customize Interview Guides – Develop Consistent Processes

Creating an interview guide ensures a uniform interview experience for all candidates, and makes it easier to compare each candidate to each other. CareerPlug’s ATS provides customizable interview guides to give franchisees the ability to objectively evaluate applicants and make the best hiring decisions.

CareerPlug Can Help

Structured and consistent recruiting and hiring processes help franchises take the right step forward in making the best hires for their business and reducing employee turnover. CareerPlug’s easy to use Applicant Tracking platform encompasses all the necessary recruiting and hiring processes in one centralized platform to help franchises attract top talent, make informed hiring decisions, and save time and money doing it. To learn how to get started on the right path today, send us an email!

Recent Posts

Steve Fowler

Manager of Partner Growth

Christina Waite

Platform Engineering Manager

Taylor Coleman

Tier 2 Manager

Al Foote

Consultant Manager

Sydney Kidd

Tier 1 Manager

Nicolle Gatlin

Manager of Partner Success

Aiden Kinney

Consultant Manager

Joe Lepis

Engineering Manager

Polly Schandorf

Engineering Manager


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.


Brandy Lee

Business Intelligence Manager

Eric Morales

Manager of Account Executives

Kirsten Penaloza

Director of Client Experience

Zach Garcia

Senior Manager of Operations

Tulay Solak

HR Manager

Tyler Berndsen

Manager of Partnership Account Executives

Ashley Johnson

Senior Manager of Partner Services

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.

As the Implementation Manager, Ashley and 3 direct reports function as a transition between Sales and Partner Success in helping our clients get set up and established in our software. She spends her free time raising her 2 dogs, playing cornhole, and perfecting the art of charcuterie.

Kate Sensmeier

VP Marketing

Ashley Garia

Director of Product Marketing

Canaan Davis

Director of Engineering

Teresa Hall

Director of UX & Product Design

Brad Pilot

Senior Director of Sales

Leslie Chamberlain

Senior Director of Client Experience

Natalie Morgan

Senior Director of People

Andrew Robinson III

Vice President of Product and Engineering

Chris Igou

VP of Business Development

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.”

In her non-work life, Jenny enjoys time with her family, playing drums and performing with the Austin Samba School, and finding excuses to be on the lake.

Clint Smith

Founder & CEO

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.

Clint is passionate about helping others succeed and is involved in numerous mentoring programs. He and his wife, Sarah, are also foster parents. Clint enjoys family time, beach volleyball, and outdoor adventures.