Hiring for Your Franchise Brand, Not Just the Job

By Adam Robinson,
April 19, 2016

What’s more valuable to your franchise brand: an employee who comes in and performs the duties outlined in their job description, or someone who embodies the mission and values of your brand?

In today’s competitive job market, it’s becoming increasingly important to ensure the person you bring on board clearly understands and espouses your franchise brand’s culture. According to the Society for Human Resources management, hiring a candidate who doesn’t fit your brand’s culture – and ends up leaving or getting let go – can cost your company between 50 and 60 percent of their annual salary to find a replacement.

Depending on an employee’s compensation, making a poor hire by neglecting to think about cultural fit can be very expensive.

What Do We Mean By Culture?

Before getting into how your franchise brand can start hiring for culture, it’s important to define some terms. First of all, let’s consider culture. According to Monster.com, an organization’s culture reflects the shared beliefs employees have about expectations and norms. One way to think about culture is by considering organizational transparency. This is a clear indicator of culture because it’s a feature of the workplace – both tangible and intangible – that influences the way people behave and perform.

If your franchise brand values transparency, then employees will act accordingly. In this case, they’ll likely feel comfortable sharing information, feedback and advice freely without fearing any sort of reprisal from a thin-skinned superior.

How to Use Your Franchise Brand’s Culture as a Hiring Tool

The cornerstone of your recruitment strategy should be your culture because it has such a powerful influence on a prospective employee’s performance and ability to assimilate into their role within the organization. For instance, your franchise brand may prioritize creativity, customer-centricity and transparency. These values should be communicated throughout the recruitment process – from the very beginning in job descriptions through to the final interview.

With that in mind, Business News Daily explained it’s not sufficient to ask job seekers whether they fit within your franchise brand’s culture. Savvy candidates will be able to think on their feet and find a way to give you the answer you want to hear just have the opportunity to get the job. Instead, it’s crucial to ask probing questions that put candidates in hypothetical, problem-solving situations and gauge their responses to see if they’ll truly be a fit for your brand.

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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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