Tips for Hiring Entry-level Franchise Employees

By Adam Robinson,
April 1, 2015

Entry-level employees are the life blood of most franchise systems, but hiring them can often times be a mixed bag. Lack of experience can be off-putting to most employers and hiring untested candidates can prove to be risky. Because recruiting and hiring motivated, trustworthy entry-level candidates is not always easy, Hireology is here to offer a few tips for finding the best employees for your franchise.

  1.       Write a clear and simple job description 

When it comes down to attracting entry-level employees, you want to cast as wide a net as possible. Make sure to post a well-written, concise job description that includes a brief overview of day-to-day tasks as well as the personality traits that are most important for the position. Initially, you may want to include a longer job description full of required experience and qualifications in the interest of finding only top tier candidates, but understand that is not what your business needs. Remember that most entry-level skills can be learned on the job and any additional training can be provided as employees continue to grow within your company.

  1.       Use employee referrals

Encourage your current employees to do some recruiting of their own. Your current employees can do more to describe the job responsibilities and company culture to a prospective candidate than a job description ever could. They also have access to people in their age range who would have never even thought of your franchise as an option. Consider incentivizing the process by implementing an employee referral program where staff members receive cash and other bonuses once they refer a successful candidate.

  1.       Use assessments

Instead of sorting through a stack of resumes and online applications, and relying mainly on gut feelings to make the final decision, consider automating the process. Attach a personality or skills assessment to your application and easily screen out candidates who don’t fit your franchise’s profile. Assessments can measure skills and traits that you can’t see on an application and that you could potentially miss in an interview. They provide employers with a completely unbiased way to filter out any applicants that do not have the skills or personality necessary to perform well on the job. Assessments can provide you with peace of mind and leave you with hard, quantifiable data to support whatever hiring choice you make. 

  1.       Take advantage of the interview

With most entry level candidates, there is usually not much to work with in terms of related experience. The lack of previous practice and adequate references may make employers hesitant and unsure how to gauge a candidate. That is why it is up to you to make the most of the initial interview. Instead of focusing on the applicant’s experience level, consider finding out more about their interest level. Ask them about what their likes and dislikes are, or what excites them in a job. Give them a hypothetical scenario dealing with a situation that occurs on the job and see how interested they are in working through it. It is very easy to just focus on a candidate’s background and experience level without even considering if they would actually enjoy working for your organization.

For more information on how Hireology’s customizable web-based platform can give your franchise the tools it needs to the right person for the job, 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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