In the United States alone, franchise systems employ 8.6 million people. But in an industry known for high turnover rates, how many of those employees would you consider to be great hires? Even though it seems easier pick the first application off your stack and hire that person, you’ll likely regret doing so.

When you bring a new employee onto the team, it’s important that you are confident in their abilities. The last thing you need is for a new hire to drain all your resources. Many franchisees are surprised to learn that implementing a system to assist with hiring decisions doesn’t have to be costly. As a matter of fact, the return on investment is nearly immediate.

So before you hire any new employees, test out a hiring system and see if it’s a right fit for your hiring needs. Here are some points to consider:

1. Is it an applicant tracking system (ATS) or does the system offer more?

Applicant tracking systems are great if you’re looking for a system to take that stack of 400 resumes sitting on your desk and put the information in your computer. But that’s really the extent of what an ATS offers. So if organization is your only struggle, an ATS may be right for you. But don’t assume that the limited function of an ATS means that it costs less than other systems, that’s just not the case. So before you settle, consider looking into other systems.

2. Does the system offer interview guides?

Taking to Google and developing a list of interview questions off your results isn’t effective. It leads to a scattered interview that results in the regurgitation of information found on the resume. 

We also suggest you avoid asking questions that don’t prompt a measurable response – questions like, “If you were a car, what color would you be?” The only thing questions like these can clarify is whether your candidate is imaginative. 

A system that offers interview guides is likely your best bet. This way, all candidates will be asked the same questions and therefore have an equal chance.

3. Is interview scoring offered?

On top of offering interview guides, systems should offer a method to score each candidate’s answers. By offering a scoring algorithm, biases are significantally reduced during the selection process. Plus you’re not forced to rely on your memory when it comes to deciding who to hire, you’ll have the scores to reference.

Remember, don’t just trust your gut and hire any candidate. Relying upon a hiring system can save you the hassle, time and money of bad hires.

For more information on hiring for your franchise location, download our whitepaper. 

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