Hireology Blog - Insights for better hiring & HR


Is Your Franchise System Strategically Staffing?

Posted by Erin Borgerson on May 6, 2015


When a hiring decision goes wrong, it is often assumed that there was a hiccup during the hiring process, that somehow an unqualified individual was able to slip through the cracks. However, this isn’t always the case. Hiring managers do their best to work with what they’re provided with, but in most cases that is not enough. The traditional hiring process leaves room for a lot of guess work and can lead to the wrong person being hired for the job. 

Today, Hireology is here to talk about how your franchise can combat this common occurrence by implementing a more strategic approach to your staffing process.

What is strategic staffing?

According to the Huston Chronicle, strategic staffing involves “efficiently recruiting and retaining the right employees to perform jobs in line with their strengths and with your company's overall goals.” Creating a clearly defined strategy before you even begin the hiring process can help ensure that you find a candidate that will not only fill gaps, but will also be an asset to your organization.

Where do I begin?

Change what you’re looking for. Instead of searching for candidates who match certain keywords, think about what you hope to get out of each specific new hire. Hiring strategically means that the person you are hiring will not only fit your current needs, but will also have the ability to grow and prosper within your franchise. 

Sit down with your team and think about what you want a new candidate to bring to the table to help your franchise run more effectively. After you have figured out your immediate and future needs, it’s time to begin your search.

While the traditional hiring process is filled with generic job descriptions, canned interview questions and “gut hiring,” your franchise should look to go above and beyond. These generally outdated methods fail to provide any true insight and tend to lead to ineffective hiring choices that only end up hurting your franchise in the long run.

How can Hireology help the interview process?

The selection interview is only one piece of the hiring puzzle. For more strategic staffing options, there are a variety of hiring solutions that can help provide quantifiable data to help you decide whether a candidate is a good fit. For example, testing your prospective candidates can give you insights that a standard interview cannot. Personality assessments and skills testing can provide a vital role in helping you determine if a candidate is capable of carrying out necessary tasks and working well with others.

You can never know everything about who you’re hiring, but Hireology can help provide a better picture. With tools for background checks, personality assessments and interview scorecards, Hireology is a hiring platform that provides your franchise with the tools it needs to get a better understanding of who you’re hiring before they even make it to the interview.

For more information on how Hireology can help your franchise system’s hiring needs, contact us today

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Franchise Hiring, Franchise Hiring Tips, Franchise Operations & HR

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.