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The 3 Most Common HR Issues Franchises Face

Posted by Erin Borgerson on December 23, 2015


The 3 Most Common HR Issues Franchises Face

Is hiring for your franchise giving you a headache? No matter what level your franchise is at, employing the right people plays a key role in the success of your business.

However, finding the right people is often one of the hardest parts of operating a business. While identifying and hiring good employees is always the ultimate goal, oftentimes there are many hoops to jump through before finding the right person for the job.

Today, Hireology is here to discuss the three most common problems franchise brands run into during the hiring process, and how franchisees can avoid them.

  1. Finding  the Right Talent

One of the biggest problems franchisees face when it comes to hiring is that they do not know what specific type of person they’re looking for.

The franchise owner or hiring manager should already know who to look for when beginning the recruiting process. In addition to qualifications for the position and the type of work the potential employee will do, the manager should know what personality and attitude will work well for the person in the role. Personality assessments are helpful tools to hire individuals who match your franchise’s culture.

When selecting a potential candidate, take the time to get to know a little bit about the person interviewing for the position outside the job specifics. This will allow you to evaluate if he or she work well within your franchise’s culture, as well as allow that person to get a feel for the environment.

  1. Time Crunches

Many bad hires are the direct result of a time crunch. Some candidates are hired when a company was forced to fill a position quickly and, thus, did not have the time to properly vet a candidate.

Be sure to take some time-saving measures in order to avoid filling the position with the wrong candidate. Always screen potential hires over the phone or through skills assessments first to weed out candidates who don’t meet your standards or qualifications rather than wasting both of your time and that of the candidates by bringing them in for an interview.

  1. High Employee Turnover

Franchises, particularly ones that employ a large number of minimum-wage positions, experience high turnover rates. While franchises cannot avoid employee churn altogether, it can have a crucial impact on operations, customer service and overall workflow.

To minimize the problems caused by employee turnover, franchises must not rely too much on any single employee, and instead hire more employees to work fewer hours. That way when turnover occurs, your franchise’s staff can pick up the proverbial slack and you will have an easier time filling the empty position.

How Hireology Can Help

Is your franchise running into problems during the hiring process? Hireology is here to help streamline the process as well as help make it more effective. With tools for background checks, personality assessments and interview scorecards, Hireology provides your franchise with the proper infrastructure to make sure you find the right addition.

For more information on how Hireology can give your franchise the tools it needs to find the right person for the job, contact us today.

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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.