The Ultimate Franchise Solution for Hiring

By Adam Robinson,
January 21, 2014

Successful franchises thrive on systems. POS systems, scheduling systems, payroll systems – you get the point. So why not implement a hiring system? A technology of sorts to help keep your hiring process organized and on track. Working with over 50 franchise systems and hundreds of locations, we’ve learned a thing or two about what goes into an effective and efficient hiring process. 

First and foremost, it’s imperative that you get ready for change. Moving from a paper-based to web-based hiring process is going to feel like a huge step, especially if you’ve been working with paper applications and such for the past +10 years. And we won’t lie, it is a huge step. But bear with us, within a few days you’re going to breathe a sigh of relief when all you have to do is click through resumes and applications, rather than digging through that dusty pile on your desk.


In addition to helping you stay organized, moving your hiring process to a web-based system
will save you hour after hour sourcing candidates. Rather than throwing a “help-wanted” sign up in the front window, you can type up a quick post about the position for which you are hiring and post it to your store’s social media sites. And if your budget allows, you can develop a job description and within just a few minutes post it to various job boards to further encourage applicant traffic. 


Then when it comes time to begin the interview process, a hiring system will help you identify which candidates are worth your time. For example, Hireology’s SmartRank survey requires every candidate to answer ten true or false questions. The “correct” answers are set by you when you post the job, and dependent upon how closely their answers resemble yours, you can determine whether you want to move forward with a phone or in-person interview. 

Once you’ve decided which candidates you want to interview, you can rely on a system to help you build an interview script. Many hiring managers, regardless of experience, take to Google to figure out what questions they should ask during the interview. However, unlike a good hiring system that provides you with behavioral-based and position-specific questions, taking to the Internet for question ideas will usually just result in you asking questions like “what are your strengths and weaknesses?”

Just for kicks, here’s an example of a good interview question: “What is the biggest misperception people have of you.” A candidate’s answer to this question will show you how self-aware they are. If someone says, “people tend to think I’m shy because it takes me a little while to come out of my shell,” you may want to dig a little deeper before offering them a role that requires them to be extremely outgoing. 

The thought of transforming your hiring process can be overwhelming, we totally understand that. But trust us – putting a system into place that helps you stay organized and streamline your process is well worth it. And to put your mind at ease, it requires very little effort! 

To learn more about the various technologies that can improve your hiring process, join our webinar on January 23rd!

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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