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5 Reasons Your Franchise Should Be Using Candidate Assessments

Posted by Erin Borgerson on August 26, 2015


When it comes time for franchise owners to begin hiring, it is common practice to “hire with their gut.” Oftentimes in these cases, candidates are chosen not based on how they work, but rather where they’ve worked and whether or not they are likable. A resume and an interview can only give you a partial window into the mind of a potential candidate. Many times you won’t find out what type of personality, work style or drive a candidate has until he or she is already employed.

Today, Hireology is here to explain how your franchise can bypass the gut reaction altogether by utilizing hard data and analysis. Through the use of candidate assessment tests, you are able to confidently make the right decisions when building your franchise team.

Here are the top five reasons why:

  1. Understand a Candidate’s Behavior

Administering a personality assessment allows franchise owners to gain a better insight into a new employee’s behavior and work ethic. One of the most popular of such personality assessments used in hiring is the DiSC assessment, which stands for:

  • Dominance: An emphasis on accomplishing results, the bottom line; confidence
  • Influence: An emphasis on influencing or persuading others, openness, relationships
  • Steadiness: An emphasis on cooperation, sincerity and dependability
  • Conscientiousness: An emphasis on quality and accuracy, expertise and competency

The DiSC assessment gives franchise owners a tool to understand and anticipate how their potential candidates might perform within their company culture.

  1. Identify Work Styles

Similar to discovering a candidate’s personality, recognizing his or her work style is equally crucial. Using a candidate assessment can help you build a team made up of varying personalities that will ultimately complement one another, instead of working against each other. To avoid clashing work styles, use a candidate assessment to make sure your team is comprised of different work styles and personalities that will work well together.  

  1. Test Your Candidate’s Skills

According to a recent survey conducted by CareerBuilder, 57 percent of candidates admit to embellishing the skill set portion of their resumes.  Hard skills testing can help you recognize if a candidate truly has the technical abilities he or she says they have.  With assessments that can test their typing, writing, math skills, you can rest assured knowing what your candidate can bring to the table. 

  1. Keep the Interview Process Lawful

Believe it or not, trying to find out more about a candidate can lead to you asking questions that are not exactly legal. To find out more about a candidate without risking a lawsuit, consider that professional candidate assessments are compliant with the regulations set by the Equal Employment Opportunity Commission (EEOC). This will ensure that you never have to worry about hiring practices that are unintentionally and illegally discriminatory with regard to personality assessments.

  1. Understand a Candidate's Strengths and Weaknesses

Getting to know a new employee’s strengths and weakness often takes some time. Only after a period of trial and error are you able to assess what an employee is good at and what they could improve upon. A candidate assessment allows you to streamline the process and provide you with a candidate’s strong suits and weak points right off the bat. This can allow for a smoother onboarding process, as well as give you a better idea of what areas and skills you will need to build.

Contact Hireology Today

These were just a few examples of why using candidate assessments can be beneficial to your franchise. To see the full list, check out our eBook titled 10 Reasons to Use Candidate Assessments to help give you insights into why your franchise should be utilizing candidate testing.

For more information on how Hireology can help your business’s hiring needs, contact us today or discover more reasons why you should be using candidate assessment test by downloading the free eBook below!

10 ways to use candidate assessment tests hireology ebook

Personality Assessments, Employee Skills Testing, Franchise Hiring Tips

Erin Borgerson

About the Author

Erin is the Director of Marketing, Crisis Controller and Culture Ambassador (the last two titles she gave to herself) who joined the Hireology team in April of 2012. As a certified Inbound Marketer, Erin manages Hireology's marketing department, the Hireology Blog, and media relations. She is also a co-leader of the Chicago Hubspot User Group which brings together Hubspot users from around the Chicagoland area. Erin set off to Chicago after graduating from Western Michigan University. In her spare time she can be found shaking it in a Zumba class, reading a bestseller, or drinking a craft beer on her Wrigleyville porch.