5 Hiring Mistakes Your Franchise Should Immediately Stop Making

By Adam Robinson,
June 18, 2015

Finding the right employees can mean everything for the future success of your franchise. However, since many franchise owners do not have the time to receive proper HR training, hiring best practices often fall by the wayside in favor of quicker, less thorough methods. Because of this, owners and hiring managers within the franchise industry are not always equipped with the right tools and systems to source the right candidates.

Today, Hireology identifies five of the most common hiring mistakes franchisees make and why you should stop committing these hiring pitfalls immediately.

1. Overanalyzing Resumes

A resume is a great place to see if an applicant fits your basic qualifications in terms of work experience and overall skills, but it doesn’t supply much information beyond that. Resumes should be taken with a grain of salt because they generally don’t provide full representations of a candidate’s abilities. Instead of spending your time meticulously reading every resume, you should be strategically scanning them for keywords. If you don’t see any glaring flaws or obvious shortcomings – get on the phone and call that applicant and get them to elaborate on their resume.

2. Not Highlighting Company Culture

Candidates oftentimes know very little about the inner workings of the company they are applying for. Most companies fail to communicate just what kind of company culture they foster. Candidates want to work somewhere where they will enjoy the atmosphere and that will also mesh well with their personality. Make sure to clearly communicate how the organization is structured and what kind of workplace approach you utilize. You may be surprised how much company culture can play a role in attracting a candidate who might not have initially been interested.

3. Short Interviews

The average job interview only lasts about 30 minutes, but is that really enough time to get to know a candidate? If you can sense that a candidate is not a great fit from the start, than feel free to make the interview as short as you like. However, if the candidate seems perfect and you want to find out more about them, consider stretching out the initial interview to find out more. A few in-depth follow-up questions can prove invaluable when it comes time to assessing potential candidates for your franchise.  

4. Not Checking References

According to a study conducted by CareerBuilder, 69 percent of employers said they have changed their minds about a candidate after speaking with at least one reference. Going the extra step and calling references can make a world of difference when it comes to fully evaluating your candidate. The references could provide you with added insight and past examples that may illustrate whether a particular person is or is not a great fit for your franchise.     

5. Not Utilizing the Internet Properly

According to a BeHiring, each week nearly 427,000 resumes are submitted to jobs posting sites. With such a large volume of resumes, it can become increasingly overwhelming to sift through all of them to find the right one for your franchise. Rather than swimming through an ocean of applications, try utilizing a more targeted approach. Social networking sites like LinkedIn are a great tool to use when looking for prospective candidates. They help provide a more detailed history of your candidate by displaying in-depth work experience, references and certifications that a static resume simply cannot.

How Hireology Can Help

If your franchise is making any of these hiring mistakes, Hireology can help you streamline the process and avoid these common pitfalls. With tools like background checks, personality assessments and interview scorecards, Hireology will provide your franchise with the proper infrastructure to make sure you find the right addition. For more information on how Hireology can give your franchise the tools it needs to find the right person for the job, contact us today.

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.

Subscribe to our weekly newsletter and learn how to build your best team.