4 Biggest Problems Franchise Brands Run Into With Hiring

By Adam Robinson,
June 10, 2015

No matter what line of business you’re in, employing the right people plays an instrumental role in the success of your franchise.

While identifying and hiring good employees is always the objective, franchisees-like all other businesses-often run into problems finding and hiring the right people for the job.

Today, Hireology is here to discuss the four biggest problems franchise brands run into during the hiring process, and how franchisees can troubleshoot them.


 Typically franchises, particularly ones that employ a large number of minimum wage positions, experience a high turnover rate. While franchises cannot avoid turnover, employee vacancies can disrupt operations, customer service and overall work flow.

To minimize the disturbance 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 turnovers occur, your franchise’s staff can pick up the proverbial slack and you will have an easier time filling the empty position. 

 2.  Time

 Many bad hires are the result of having a lack of time. While 69% of companies report they have made a bad hire, 43% of those bad hires were made because the company had to fill a job quickly.

 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 that don’t meet your standards or qualifications rather than wasting your time by bringing them in for an interview. 

 3.  Consistency

When operating a franchise business in multiple locations, franchisees rely on consistency when it comes to their services and employees. Managing the process of hiring at various locations can be tricky, but many franchises are adapting to a cloud-based hiring platform to give them control of hiring straight from their computers or mobile devices. 

 4.  Recruitment

Three-quarters of franchisees report experiencing problems with recruitment. One of the biggest problems is franchisees do not know what specific-type of person they’re looking to fill the position.

The hiring manager should 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 personalities that match with your franchise’s culture.

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 they work well within your franchise’s culture as well as allow them to get a feel for the environment.

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.

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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