Are You New to Being a Boss? How to Take Charge of Hiring

By Adam Robinson,
September 22, 2015

If you’re a first-time franchisee, being your own boss can be just as intimidating as it is liberating. Running the show means making sure every aspect of your business is up to par with your brand’s standards and that you are fully complying with its system.

One aspect that can be especially jarring to new franchise owners is hiring, particularly if they’ve never had to deal with it before. Finding and hiring the right people for your franchise is one of the most important steps when opening any new business. Unfortunately, because of the nature of operating a new franchise location and the other stressors that come with it, it isn’t often given the proper attention it deserves.   

Today, Hireology is here to review the three things all new franchise owners should be doing when it comes to hiring new employees.

1. Make Hiring a Priority

Oftentimes, new franchise owners put off hiring until the very last minute while focusing on other important tasks during the pre-opening process. Instead of adopting the common ‘worry about it later’ mentality, franchise owners should do everything in their power to make hiring their top priority. Regardless of the positions you’re looking to fill, you should develop a strategic hiring plan before you ever interview your first applicant. You have to know who you want to recruit, how you can reach them and what kind of qualities they should bring to the table.

2. Build Around Your Employees

When it comes to assembling your team, it is very important to hire employees who can work well together. As you build your core group, take the time to set up individual meetings with each of your new staff members to help you better understand where their strengths and weaknesses lie. Once you have a good understanding on what you have and what you need, it’s time for you to add people who can fill those gaps.

A great way to find out how a potential applicant will function in your environment is to ask them specifically-tailored interview questions and administer specialized personality assessments. These tools can give you a better insight into what work style a candidate might possess and how he or she would function within the context of your team.

3. Hire Smart

While the traditional hiring process is filled with generic interview questions and ‘gut hiring’ practices, your franchise should be smarter about how you hire. There are a variety of hiring solutions that can provide actual, measurable data to help you decide if a candidate is a good fit for your business. Hiring solutions like pre-screening assessments, skills testing or background checks can all provide you with insights that a standard interview simply cannot.

How can Hireology help?

You can never know everything about who you’re hiring, but Hireology can help paint a better picture. With tools for background checks, personality assessments and interview scorecards, Hireology is a hiring platform that provides your franchise with the tools it needs to get a better understanding of who you’re hiring before you ever meet them.

For more information on how Hireology can help your franchise system’s hiring needs, 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.

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