The Franchise Hiring Stats You Need to Know

By Adam Robinson,
August 15, 2013

What if we told you that 75 percent of franchisees report problems with recruitment. That’s right, three out of four franchise unit owners report struggling with the hiring process. Does that seem like a lot? Or are you surprised it’s not 100 percent? 

Whether it be recruiting, interviewing, retention or all of the above, every franchisee has struggled with hiring at one time – so rest assured you are not alone. As headache-inducing as it can be, these challenges have have lead to some great hiring lessons. So let’s take a look at a few franchise hiring statistics to see what we can learn from other’s hiring dilemmas:

43 percent of bad hires were made because the company had to hire too quickly 

Almost half of all companies surveyed have hired someone out of desperation. And in almost any situation, especially hiring, making a sudden decision based on urgency is cause for concern. 

So rather than find yourself struggling to replace an employee, a great alternative is to always be recruiting. You never know when turnover may occur, and having a qualified pool of candidates to immediately draw from is better than scrambling to find one somewhat qualified applicant. 

If you do find yourself scrambling for candidates at the last minute, try investing in premium job board postings. Although the cost runs anywhere from $25-$500, qualified job seekers typically take to sites such as, Snagajob, etc. when looking for a new job. This means that although you’ll be making an initial investment, you’ll very likely save money down the line by avoiding turnover.

56 percent of organizations are currently using social media to recruit potential applicants

Many franchise locations have a significant social media presence, so it’s rather surprising to hear that only half are utilizing these sites to their fullest potential. For one, posting jobs to most social media sites is free. Take Twitter and Facebook for example – it’s completely free to post information about your job openings with a link redirecting back to your career site. So not only are you reaching a market that is familiar with your brand, but they’re also likely to live within the general vicinity of your location. 

Another reason to post open jobs to your franchise’s social media accounts is because people can easily share the post with their connections. Although John Doe may not be looking for a career, if he sees your post he can easily share it with Jane who has been looking for a new job. It’s all about who you know, and through social media, you sure know a lot of people. 

So before you go about hiring for your franchise location, think about these statistics and the impact their lessons can have on your hiring decision. You never know, your next store manager just may be a few Facebook clicks away. 

How to Hire, Franchise Hiring

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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