Three tips for hiring for your franchise location
Imagine trying to run a successful business without a point of sale system. Would you just guess an item’s SKU number if you didn’t know it? What about all those sale prices? How would you know which items were discounted and by how much? Talk about a nightmare of inaccuracies.
It’s probably safe to say that a POS system is an integral part of your business. But what about the people operating it? How do you know they are qualified to handle transactions while working with customers day in and day out? And what about the rest of your employees – what makes them qualified to work for your company?
Without any type of hiring system in place, you’re taking a huge risk. After all, the cost of one bad hire can equate to one third of that person’s first year earning potential. So before you make any hiring decisions, here are three things to keep in mind:
Hiring isn’t easy, especially when there are resumes and applications piling up on your desk. So how are you supposed to hire the best person for the job if you haven’t even had time to look at every application?
Before you even think about starting, it is critical that you determine how you want to handle incoming applications, scheduling interviews, etc. Many franchisees have found that investing in a hiring system is most beneficial because it helps with organization, in addition to the hiring process as a whole. These systems can take many different shapes, so it is best to look for a system that notifies you when a new candidate has applied, stores all of their documentation in one central location, and enables you to contact the candidate directly from the platform.
Determining which candidate is the best fit for a role is nearly impossible when Candidate A went through a completely different interview process than Candidate B. This becomes an even greater challenge when you have multiple managers at multiple locations conducting interviews. So how do you address this issue when multiple hiring managers are involved?
There are a few solutions to this problem, but the most effective is with a hiring system. Not only does this ensure that each candidate is asked the exact same questions as the next, it also helps to keep communication consistent between managers and candidates – a major factor when it comes to candidate experience.
How many employees have left your company in the last six months? As they walked out the door did you see a trail of money leaving with them? The higher the rate of turnover is, the greater your financial loss will be. Sure, hiring can be expensive, but I promise you that turnover is always going to cost even more.
So combat turnover by making the right hiring decision initially. Through a consistent hiring process, the use of interview guides and scorecards, as well as background and reference checks, you can help reduce turnover.
Maggie Coffey is the coffee-loving Marketing Coordinator at Hireology, the leading selection management platform for distributed enterprises. Their award-winning Selection Manager™ includes everything an operator needs to manage their hiring process, including a fully hosted career site, integrated job postings, compensation analysis, pre-hire assessments, interview guides, background checks, skills verification and more.