How to Hire the Best Employees for Your Franchise Business

Hiring can be daunting, especially when you are also trying to get a new franchise up and running. Today's job seekers can apply for positions with the click of a mouse, which means franchise owners may have to sort through numerous applications before finding the right candidates. Fortunately, a thoughtful hiring strategy can make the process more manageable.

1) Determine Your Franchise's Staffing Needs

Before you begin hiring new employees, determine exactly what your business needs. The number of people you need will depend on factors such as your franchise model, operating hours, expected customer volume, and the responsibilities required at your location.

Consider questions such as:

• How many people do you need to operate each shift?
• Which positions need to be filled first?
• Which roles require previous experience?
• Which responsibilities can be taught through training?
• Do you need full-time, part-time, or seasonal workers?
• How much flexibility do employees need to have with their schedules?

Your franchisor may already have staffing recommendations based on the experience of other locations. Use that information as a starting point, then consider the specific needs of your market.

2) Leverage Your Franchisor

One of the advantages of operating within a franchise system is that you do not necessarily have to figure everything out on your own. Touch base with your franchisor and ask what type of employee they envision as an ideal worker. Make sure you get clarification regarding the qualifications you should be looking for.

A good franchisor may also have advice on how to find quality employees and how to retain them. Ask whether the franchise provides sample job descriptions, recruiting materials, training programs, or other resources that can support your hiring process.

It can also be helpful to meet with other franchise owners in your network. They may have insights into local recruiting challenges or even employees interested in relocating. Connecting with other franchisees can give you practical information that is difficult to find in a generic hiring guide.

3) Create Clear Job Descriptions

Once you understand your staffing needs, create a clear description for each position you need to fill. A good job description should explain the role's primary responsibilities, required qualifications, schedule expectations, and any relevant skills or experience.

Be realistic about what you actually need from a candidate. Listing unnecessary requirements can shrink your pool of qualified applicants, while being too vague can result in applications from people who are not suited to the position.

4) Know Where to Find Franchise Employees

There is no single place to find the right candidates. Depending on your franchise and local market, you may find potential employees through online job boards, social media, employee referrals, community organizations, local schools, or professional networks.

You can also ask other franchise owners in your system how they approach recruitment. Their experience may help you identify channels that work particularly well for your industry or community.

When hiring employees for a franchise, consider the type of person you want to attract, not just where you can find the largest number of applicants. A smaller pool of well-qualified candidates may be more valuable than hundreds of applications that do not meet your needs.

5) Try Out Advanced Recruiting Technology

The average job opening can generate quite a few applications. It can be difficult to vet every single application while still running your business.

An applicant tracking system can simplify the process. An applicant tracking system is software that helps organize and automate parts of the recruitment process. Depending on the system, it may help you collect applications, filter candidates based on predetermined criteria, schedule interviews, and track communication.

If you are wondering how to hire employees for your franchise efficiently, using technology to organize the early stages of recruitment can be particularly helpful as your business grows. Automated screening can save time, but you still need to evaluate candidates carefully and determine whether they are a good fit for the role.

6) Screen Candidates Before the Interview

A resume or application is only the starting point. Before scheduling an interview, compare each candidate's qualifications with the requirements you established for the position.

You may want to begin with a short phone or video conversation. This gives you an opportunity to clarify a candidate's experience, availability, and interest in the position before investing more time in the process.

Establish your screening criteria before reviewing applications. This can help you evaluate candidates more consistently instead of making decisions based solely on first impressions.

7) Be a Good Interviewer

Of course, it is easy to get caught up in what the job candidate is saying to you, but make sure you are holding up your end of the deal. You may be giving the interview, but it is likely that your applicant is also interviewing you.

Be sure to have interview questions prepared in advance and present the best version of yourself and your company. Ask questions that help you understand how a candidate approaches customer service, teamwork, problem-solving, reliability, and learning new responsibilities.

You should also give candidates an opportunity to ask questions. Their questions can tell you what matters to them and whether they understand what the position involves.

8) Be Thorough With Your Hiring Process

First impressions matter. However, that does not mean they are always accurate. Some people can talk a big game in an interview but not deliver in the long term. To avoid hiring someone who is not suited for the position, be sure to check every box and thoroughly vet your employees. 

Depending on the position and applicable requirements, this may include checking references, verifying employment information, or conducting appropriate background checks. Taking extra time at the beginning of the process can save you time later. A thoughtful approach to hiring staff for your franchise can help you avoid unnecessary turnover and keep your attention focused on operating the business.

9) Invest in Retention From Day One

Once you have found the right person, you need to give them the tools and support they need to succeed. Effective onboarding and training are especially important in a franchise environment. Employees need to understand your expectations, their responsibilities, and the systems and procedures that make your franchise unique.

Strong retention can reduce the time and expense associated with repeatedly recruiting and training replacements. Regular feedback, recognition, clear communication, and opportunities to develop new skills can also contribute to a positive workplace. 

When hiring staff members, think beyond filling today's vacancies. Consider how you can build a team that grows with the business.

FAQs About Hiring Franchise Employees

Q: Should a franchise owner hire a manager before other employees?

In some franchise models, hiring a manager early can make sense, particularly if the owner will not be involved in day-to-day operations. A manager may help with recruiting, scheduling, training, and supervising the rest of the team. However, the right approach depends on the franchise's operating model and the owner's planned role in the business.

Q: How much does it cost to hire an employee for a franchise?

The cost goes beyond an employee's hourly wage or salary. Franchise owners may also need to account for recruiting costs, onboarding and training, payroll-related expenses, benefits, uniforms, equipment, and other employee-related costs. Building these expenses into the franchise's financial projections can help owners understand their staffing budget before hiring begins.

Q: Should franchise owners hire experienced workers or train new employees?

There is no universal answer. Experienced workers may require less initial training, while employees with less experience may bring strong potential and be trained according to the franchise's specific procedures. The right choice can depend on the position, availability of candidates, training requirements, and the owner's staffing budget.

Q: What should a franchise owner do if a new hire is not working out?

Address the problem early rather than allowing performance issues to continue indefinitely. Review the employee's responsibilities and expectations, provide specific feedback, and determine whether additional training or support could resolve the issue. If the situation does not improve, the owner should follow the franchise's procedures and applicable employment requirements when deciding on next steps.

Q: Can franchise owners use independent contractors instead of employees?

Sometimes. But business owners should not assume that they can simply classify a worker as an independent contractor. Worker-classification rules vary by jurisdiction and depend on factors such as the nature of the work and the relationship between the business and worker. Franchise owners should seek appropriate professional guidance before using contractors in place of employees.

Q: How can a franchise owner prepare for employee turnover?

Some turnover is inevitable, so owners can prepare by documenting important procedures, maintaining a pipeline of potential candidates, cross-training team members where appropriate, and keeping hiring materials ready to use. Having a plan can reduce disruption when an employee leaves unexpectedly.

Build Your Franchise With the Right Support

Knowing how to hire employees for your franchise is an important part of becoming a successful franchise owner, but it is only one of the many operational decisions you will face. From developing a staffing strategy to evaluating franchise opportunities, having the right guidance can make the process easier to navigate.

Hundred Acre Consulting has more than 25 years of experience helping entrepreneurs explore and build franchise businesses with over 700 different franchises to choose from. Talk to a franchise consultant today. Book now to schedule a free consultation.