Hireology Blog - Insights for better hiring & HR


What Should You Include in Your Franchise Hiring System?

Posted by Erin Borgerson on November 24, 2015

shutterstock_119875249What Should You Include in Your Franchise Hiring System?

A hallmark of the franchise sector is its dedication to creating processes and systems that can be applied across multiple locations with very little variation. This helps to ensure that not only customers, but also franchisees and their employees all have consistent, positive experiences.

According to the International Franchise Association Educational Foundation’s “Franchise Business Economic Outlook for 2015,” employment growth in the franchise sector is expected to increase nearly 3 percent through the end of the year—which outpaces the anticipated growth in the U.S. economy overall.

Why is this important? For many franchise brands, a strategic system for hiring top talent is not part of their operations manual, and this can be a huge detriment to companies. After all, the strength of your franchise resides in the talents and passions of the people who operate it. And in the franchise sector, the business model may be product or service-driven, but the core of all procedures revolves around customer service and creating memorable experiences that inspire loyalty.

As a result, creating a franchise hiring system that integrates a strong strategy and the right tools is imperative for franchise companies that want to build successful brands.

What’s the Best Approach?

Finding and hiring the right talent for your franchise business isn’t always an inborn trait. There’s even been an argument that human resource professionals shouldn’t be the sole people responsible for recruitment across all job roles.

According to a recent PBS article for the column “Ask the Headhunter,” the existing hiring systems that many businesses have in place aren’t effective. The reason for this is that HR managers are responsible for finding talent for such a diverse range of job positions that it’s nearly impossible for one person to have a complete grasp on the skills required. However, simply asking the manager in charge of existing employees to take over recruiting and hiring isn’t likely the answer, due in large part to the time and effort required to effectively vet each candidate.

Ultimately, the best approach is giving your managers and other key decision-makers the capabilities to effectively select and interview potential new hires.

Take Guess Work Out of the Equation

In one of our white papers, we explained that franchise systems need to devise a system for hiring new employees. It’s not only an approach that’s second nature to most franchise brands, but it’s also a great way to eliminate and avoid unnecessary expenses. Think about it from a production standpoint: If the components that go into making a piece of equipment are held to a specific standard and meet strict quality guidelines, then the end product should be perfect.

Granted, people are different than a manufactured product. However, the processes that you enact can and should be standardized to produce ideal results, especially in hiring. Just a few of the processes that should become standard operating procedures for a franchise hiring system are:

  • Criminal background checks
  • Automated job posting
  • A centralized online database
  • Interview guides

That’s just a starting point. Hireology provides franchise businesses with a wide array of tools that helps take the guesswork out of attracting, recruiting and interview process. Bad hires can be expensive – we’re talking about $5,600 for a QSR employee making hourly wages. If you extrapolate that number to a franchise system facing 50 percent turnover, the losses are extensive.

Hireology has the tools to help you put an efficient and effective franchise hiring system in place. Get started here to put your plan into action.

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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.