Recruiting reliable employees can be a challenge for any industry, yet it's critical for all companies to have engaged, productive employees. For franchise businesses, hiring and retaining the right employees can be the difference between a thriving business and a struggling one. According to a poll by the Society for Human Resource Management (SHRM), the food and drink industry has the highest rate of turnover at 35 percent, compared with an average of 15 percent across all industries. Implementing smart strategies and tapping into the latest recruiting trends can help you find qualified employees for every role. Here's a closer look at how franchise owners can develop a successful recruiting process.
Focus Your Recruiting Process on Hiring the Best People
Hiring the best people starts with your recruiting process. Franchise owners should consider the following factors:
- Job description: To attract the highest caliber of talent, make sure your job descriptions are thorough and informative. This can help identify people who lack the experience or drive to fully fill the position–and can help attract candidates with the skills, interest, and experience to succeed in the role.
- Objectives: Ask each prospect a specific set of questions in order to assess their level of experience. Depending on your industry, experience may not play a major role in the hiring process. Instead, ask questions that help you determine if a candidate has the right qualities to succeed if you provide training, such as a strong work ethic or the ability to follow a defined process.
- Second interview: Schedule a second interview in order to gain more opinions from others in your franchise. Have the candidate meet with other qualified individuals within the business to fully assess their level of experience and expertise. If you're hiring on your own, make sure that your impressions are consistent across multiple meetings. Don't rush the hiring decision.
Consider Hiring from Within
Rather than recruiting from an unknown pool, looking at current employees within the franchise may be the best first step in a hiring process. There are a variety of benefits in doing this. In addition to possible increases in employee morale and loyalty, existing staff may require less training and will already be acquainted with the company's culture. Promoting from within a company rather than recruiting externally also demonstrates to employees that the franchise values employee commitment and provides career opportunities and advancement over the long-term. Hiring from within can be particularly smart for management roles, shift leaders, trainers, and other differentiated positions.
Look for Related Experience
Often the most successful franchise owners are the ones who have moved up from the very bottom of the ranks; having performed various jobs within their establishment prior to ownership rounds out their knowledge. Use the same strategy when hiring talent for your organization. Look for individuals with a range of experience in different areas, from customer service to inventory management. A strong candidate with demonstrated experience in one area of your business who is also eager to learn new skills can be a strong addition to your team.
Screen for Reliability
Perhaps one of the most important prerequisites to hiring someone for a position within your franchise is to first look at their level of reliability and accountability. Will they consistently arrive on time? Are they a dependable individual? Can they be trusted with access to money or to complete a task that's critical to your business? Sometimes one of the most valued characteristics of an employee is the fact that they consistently show up, are ready to work, and are eager to do a good job. This can ultimately be more valuable–especially in certain roles–than advanced skills or credentials.
A Good Attitude and Positive Contribution to the Team
Fostering a positive attitude that encourages everyone to work as a team for the greater good of the company helps attract the best employees. Managers and owners reinforce positivity by setting a good example and recognizing team members for a job well done. During the recruiting process you may wish to screen for attitude. Does a candidate project a positive and professional attitude? Could you imagine them as a member of the team and representing your brand? Do they generally speak highly about past employers? Finally, what do their references have to say about their performance and attitude?
Incorporate the Latest Recruiting Trends
Recruiting continues to evolve, and there are new tools that can help you reach top talent more easily.
- Try social recruiting: Promote open positions on your social media channels. Customers and followers in your local community are likely to be a good source of potential hires, and can potentially amplify your message by sharing your posts on social media.
- Use of video interviewing can help save time: Getting candidates into the office to interview can take time out of a busy day. Instead, it may be easier to schedule a 15-minute video conference for a first interview, and then bring final candidates into the office.
Franchise owners can improve their company's performance by focusing on hiring the right people. Accountability and experience are two key factors when hiring a franchise employee–and the more forethought that goes into the team you're building, the more likely you are to solidify a framework of long-term success.