3 Steps to Hiring for your Franchise Location

By Adam Robinson,
September 26, 2013

So you want to organize your hiring process?

As a franchise owner, you are constantly thinking about who to hire, who to fire, who to interview, and how you should have gotten a background check on that one suspicious employee.

It’s important to remember the 3 simple steps to hiring when you are ready to organize your selection process. By following these rules, you will start hiring more qualified employees for your franchise location.


The first step to hiring great employees for your franchise location is by identifying what you are looking for. What does the ideal employee look like? Where do they look for jobs? Should you start an employee referral program? 

Once you have outlined the characteristics and traits that the ideal employee would have, you can begin to source candidates. Start by posting your job to social media sites like Facebook or Twitter.

Hiring for a more blue-collar position? Try Craigslist or Snagajob. Both of these job boards are hot sourcing spots for labor positions.

Got a handful of candidates? Great! Now it’s time to start interviewing.


When you think about interviewing do you think about Googling “good interview questions”? If you do we are going to respectfully ask you to step away from the computer, you are now a suspended interviewer!

In order to form good interview questions you must look at your high-performing current employees and then draft an interview guide from their traits (Not Google!). For instance, if one of your high-performing employees is very motivated and driven, you might include a question on your interview guide where the candidate explains a time they were motivated or driven.

A few tips for interviewing:

– Interview guides should be no longer then 20-30 questions

– The candidate should be talking 90% of the time and the interviewer only 10%

– Ask all candidates the same questions

Avoid illegal interview questions


When you have narrowed down your choices, you can begin the proces to verify that your candidates have the education and skills they need in order to perform the job. This is where background checks, skills testing, and behavioral assessments come into the process.

It’s important to background check every employee for the safety of your business and current employees. It’s also important to verify that your candidates have the skills they say they do, this is where skills tests are handy.

When you have decided on a candidate, find out their work style, management preference, and feedback choice with behavioral testing and personality profiling.

Choosing the right employee doesn’t have to be hard. Just follow the 3 steps above you will hire the right person, everytime. Read more in our franchise hiring guide below…


About the Author

Adam co-founded Hireology with the mission to help growing companies make better hiring decisions through data and better technology. Adam is passionate about entrepreneurship, donating time to a number of organizations that support the entrepreneurial cause. Adam completed his undergraduate study at the University of Illinois at Urbana-Champaign, and received his MBA from DePaul University in Chicago, IL.

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