Hiring for franchises can be an overwhelming task. So it is important to have everything in order so there is no confusion when attempting to hire the perfect candidate. But, there is help with the use of interview scorecards! Interview scorecards help determine which candidate would be the best fit by the use of strategic interview questions. Scorecards use researched and tested algorithms that allow you to compare candidates and make the right hiring decision.
Here are four reasons why you should utilize interview scorecards in your franchise hiring system:
- They make the hiring process fair. Whether you’re having a good day or a bad day, interview scorecards allow a manager or franchise owner to make a fair and strategic decision about which candidate is best for an available position. After all, we all know that while we would like to be impartial all the time, sometimes if you haven’t had a chance to grab your morning cup of joe, you might be less on your A Game during an interview. Another benefit of using an interview scorecard is that your candidates will never blend together. All of their answers are laid out in a way that will help you recall which one was a better response.
- They help rate candidates on past behaviors as well as present behavior. Scorecards will look at candidates’ successes in their past and current positions and use that information to increase or decrease their score. By looking at the specific skills that made the candidate successful, the scorecard is able to help gauge their potential success at your business.
- They help you hire for strengths, not minimal weaknesses. Hiring managers tend to hire candidates who don’t have many major faults. Interview scorecards weigh critical skills more heavily than the absence of any fault when determining the score of a candidate. As a result, a hiring manager or franchise owner is examining the candidate based on the skills that have the greatest impact on a candidate’s overall performance for the job they are assigned.
- They eliminate your gut feeling. It is common for hiring managers to rely on their gut feeling when choosing candidates. Using a scorecard after conducting an interview will remove the option to use your gut and forces you to hire in a strict and quantitative way. Chief Hireologist, Adam Robinson, claims that at best, there is a 50 percent success rate when hiring with your gut.
An interview scorecard is a great tool for franchises to utilize when looking to hire the right person. By using interview scorecards, the chances of hiring a new team member who brings fresh ideas and has a strong work ethic are greatly increased. Utilize interview scorecards with a hiring platform to help decrease the risk of hiring the wrong candidate for your business. To learn more about interview scorecards and the Hireology platform, visit http://www.hireology.com/ today.