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!