Hiring Franchise Employees: Starting with management

By Adam Robinson,
January 14, 2013

Finding the right people to support your business isn’t easy – but we don’t have to tell you that. If you’re like the vast majority of franchisees out there, you’ve probably come face-to-face with the monster that is hiring good talent. As much as we would like to give you a step-by-step guide to hiring the right people, it’s just not possible. But the good news is, we can give you the tools needed in order to make the most qualified hiring decisions. 

Let’s start from the top.

Your management team is one of the most important aspects of your business. They substantially contribute to the effectiveness of your sales effort, the overall morale at your store and the customer experience. As David Choate puts it, “without the best possible management, you’re losing dollars, customers and happy employees.” If you ask us, that’s a lot to lose, so you want to make the right decision the first time.

How?

There’s two options. 

1. Start from scratch

Post the new openings to job boards, your website and your social media pages. From there, screen out the candidates who won’t be able to help achieve your goals. Phone screen those who made it past the initial test. For those still standing after the phone screen, ask them to complete verification tests such as background, drug and skills testing. By this point, the candidates still being considered for the position are the best from your initial candidate pool. Bring them in for an interview, ask them those critical questions and see if they encompass those traits you desire in a manager. 

Following this process ensures that you are not wasting your time and money interviewing under-qualified talent. Through the application of scoring algorithms, you’re able to see who is a low-risk hire. Employing these methods and tools will ultimately lead to your successful selection of a new, goal-achieving management team. 

2. Promote from within

When looking to promote employees to a management position, there are several qualities you should look for in that person, despite the industry. They must be a team-player, be driven and be willing to expand their knowledge about the product or brand.

Even though these employees are good at what they do, doesn’t mean they’re qualified to be part of the management team. A sales associate who has built rapport with your customers may not make a great GM, but they could succeed in a sales manager role. But before risking your time and money training these employees, ask them to complete a skills test. This way you’ll either have solid support backing your decision to promote employee X or evidence against doing so.

Hiring may seem like a daunting task, but these people are the face of your company. So spending some money up-front on skills tests and background checks will save you time and money in the long run.

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.