After you select the right franchise for you, you need to select the right employees for your franchise. That’s because the quality of your hires can have a massive financial impact on your franchise’s performance.
Unfortunately, many employers — from small businesses to Fortune 500 companies — make bad hiring decisions. According to a CareerBuilder study, 66 percent of U.S. companies have reported making a bad hire. Even more unfortunate is the fact that these poor hiring decisions have cost businesses big time. Research shows that the wrong hire can cost anywhere from two and half to five times that employee’s annual salary when you factor in recruiting costs, on-boarding time and expense, productivity losses, replacement costs and other items.
So how can you make sure you make the right hire? By following these proven steps.
Nine Steps To A Smart Hire
Whether you are hiring an employee for the first time or if you’ve done this before, it’s important to follow a proven recruiting process. These are some tried and true best practices:
Find out what you really need
Before you can find people who fit your franchise, you need to figure out what, exactly, those people will need to do. Make a list of the tasks that need to be done and the skills that are required to perform them successfully.
Write a great job description
With your list complete, you can easily write a comprehensive job description. Use a generic title so people know what the job is all about (for example, use “driver” instead of “automotive operator”).
Along with telling prospective candidates what they can expect in the role, let them know what they can expect to get back from your company. Describe your company culture, benefits and perks — the more enticing your job description, the better the candidates you will attract.
Seek out referrals
Referrals are extremely valuable, as referred candidates typically start faster, last longer and cost less to recruit. So before you post your job description to online job boards and local newspapers, share the description with people you trust, including former co-workers and mentors. Leverage social media to quickly and easily let your network know.
Fellow franchise operators also make great referral sources, as they understand what it really takes to be successful in your particular operation. Don’t be afraid to tap into your network!
Distribute the job description
If your referrals don’t work out, post your job board on popular job boards, such as Monster, Careerbuilder and Indeed. Different sites attract different types of workers, so if you are not sure where to post, consult your franchisor for tips.
Create a short list of candidates
In this tough job market, you are likely to be flooded with applicants. Rather than waste time on fruitless interviews, take the time at this stage to thoroughly review the resumes and create a short list of three to five candidates who have the right skills for the job.
Interview for behavior and fit
The interview is your chance to really get to know each candidate; don’t waste the opportunity by having them regurgitate their resumes. Instead, ask behavioral-based questions, such as “how have you handled a situation such as…?” or “can you tell me about a time when…?”
These types of questions will give you a better understanding of how the person will behave on the job. Along with assessing their skills and behaviors, you should assess each candidate’s personality to see if they would be a fit for you and the franchise.
Ensuring a cultural match is paramount, as your employees will be the faces of your franchise, and you want them to represent the values and commitment of the brand. For example, at Bin There Dump That, we’re all about “delivering the friendly,” and we look for employees who ensure we deliver on that promise.
Ask your finalists for references
Many employers don’t ask for references, and that’s a big mistake. References are a great way to fact check what candidates write on their resumes and say in an interview room, and they can help protect you from hiring a dishonest — and disastrous — employee.
Make a competitive and compelling offer
Before extending an offer, research salaries in your area to make sure the wages you are providing are in line with your local job market and the specific job title. Then, call up your finalists and tell them how excited you are about them as an employee.
Put your offer, including salary, benefits, hours, overtime and all other relevant details in writing so that they can make an informed and confident decision.
Help them get off to a successful start
The first few weeks on the job are the most crucial for your new hire’s success — and your own. Provide ample training opportunities and formal instruction to help them do the best job they can. Be sure to set clear expectations and encourage them to ask questions.
The more time and effort you put in at the beginning, the better they will be for the long term.
We Help With Hiring
Hiring can be a daunting and distracting task, but at Bin There Dump That, we make it as simple and straightforward as possible for our new franchise operators. Our franchise leadership provides guidance and support, and fellow franchise operators are always willing to lend a helping hand and share their hiring best practices.
To explore all the ways we can help you be successful, from hiring your first employee to growing your revenues, visit our franchise website or contact us today.