Hiring the right people for your franchise is important – and chances are you already know that. But it’s one of those things where you know you should be doing it, but don’t. Hiring employees for your franchise is like deciding what to eat for dinner. It’s so much easier to throw that leftover take-out in the microwave and plop down on the couch than it is to put together a nice plate of fresh fish and a side salad. But that next morning when you wake up with a food hangover, you’re going to regret that descision to eat greasy takeout.
Yep, we just compared hiring to eating takeout…
Ok so maybe that’s a bit of a stretch (sorry, I’m just really hungry), but bear with me here. If you eat takeout over and over again, you’re going to have to put forth more time and effort at the gym than you would have if you just ate healthy in the first place. The same goes for hiring. It may be easier in the short-term to hire the first candidate who applies, but when it comes down to it, you’re going to have to spend hours and hours training them. As each minute ticks away on your watch, that’s money going out the window.
A Manhattan Domino’s Pizza is doing things right…
The New York Times recently published an article by Louise Kramer about Domino’s Pizza. She interviewed Dave Melton, a Domino’s Pizza franchisee in Manhattan, about how he and his team are preparing for Super Bowl Sunday. Melton’s team have far exceeded industry standards in terms of retention. Kramer notes that each manager have worked on Melton’s staff for at least six years and has had zero turnover in management over the past several years.
When asked how he has built such a strong team, Melton explained to Kramer, ‘My role is being a resource, providing motivation, inspiration and compensation.”
The article goes into much more detail about Melton’s achievements and past hiring mistakes – we highly recommened you take a few minutes to read it.
Melton’s Domino’s franchise is proof that hiring the right people are the key to success. It’s not about hiring the first person who walks through the door, it’s all about hiring the people you know will make an effort to continually increase their knowledge and skills and who will be a good culture fit. Even if you’re hiring for a smaller position, a delivery driver, for example, it’s still important you go through each step to ensure they will be a good fit. Take Melton’s team for example, all his managers started in entry-level positions, and now they are helping run the business.
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