Go from Hiring Good Franchise Talent to Hiring the Best Franchise Talent

Every company is looking to hire the very best talent out there. Of course, “the best” will vary slightly depending on the requirements of the role, the workplace culture, etc. You want to make sure that you are not just hiring a talented employee, but you are also hiring someone who will continue to grow with – and contribute to – your company over time.

When it comes to hiring the very best franchise talent, make sure you keep the following in mind.

You are not looking for just anyone, so you should not be looking just anywhere.

Sure, you might receive a whole lot more applications by posting on job boards such as Indeed or LinkedIn. In reality, you may just be giving yourself more work by needing to wade through a bunch of unqualified resumes. Instead, you can narrow down your search right off the bat by posting the job opening to online industry groups, running targeted ads, or working with a recruiter who knows the industry.

Consider that the best candidates might not even be looking.

Not everyone who would be open to a new position is actively checking the job boards. Meaning you might need to approach individuals who would be a good fit for your open position and ask them to apply. Chances are if it is a good fit, it is something that they would want to entertain – mainly if they are not a hundred percent happy in their current role. Talk to your star employees and ask for referrals (which is also an excellent way to ensure that an individual will be a good fit within your company culture).

Look for creative ways to screen applicants beyond their resume alone.

Perhaps you have gotten pretty far along in the screening and interviewing process. Maybe there are even a few employees that sound perfect, and you are anxious to get them signed and started. Not so fast! Often, we think we are hiring great talent, and it turns out that they know how to write a great resume. Before you decide to move forward with any candidate, you should have them do an assignment or look at work samples or portfolios to ensure that they can deliver what they say they can.

Great franchise talent is out there – but they are not always readily apparent. You will need to know where to look, who to ask, and what to critique if you want to be sure that you are getting the very best fit for your open position and your company as a whole.

Peter Capodice is sought out by leaders in Franchising who recognize the need to attract the industry’s best talent. Through Capodice & Associates’ extensive network of relationships and their “deep dive” qualification process, they are able to identify and secure individuals who represent the top tier of Franchise professionals. To discover how this process can benefit your organization,
call Peter at 941-906-1990

Why Communication Is So Important for Franchises, and How to Improve It

Communication is critical in any business, but particularly one between a franchiser and its franchisees. The typical issues of misunderstandings or missed messages (which happens in every industry) occur more often when you cannot just walk down the hall to check in with someone quickly.

As a result of communication difficulties, a lot can get lost in the shuffle. For example, the overarching brand identity might start to waver and reveal differences between individual branches. Workplace morale and company culture can also suffer or feels “undefined.” For all these reasons – plus a ton of others – you must take advantage of the opportunities that you can to improve communication and strengthen your company as a whole.

Let Technology Do the Heavy Lifting Regular, ongoing communication is critical. Effective communication is the difference between the franchise that succeeds and the one that fails. Luckily, technology helps you accomplish all you need to and more. For example, in addition to staying connected to your team, you can have a standardized greeting to all inquiring phone calls as well as email correspondence.

One important thing is to make sure that everyone understands the expectations regarding communication venue and availability. If you send messages through Slack, someone could miss them if they are only paying attention to Skype or Google Hangouts. By having a universal messaging system, you can ensure that your full team is always connected.

Utilize Trade Shows and Seminars Annual events like conferences, trade shows, and seminars are essential when it comes to keeping a pulse on the industry and shaping your franchise’s culture. As much as video conferencing is useful for touching base week after week, nothing can truly beat getting to know your team members in person. You should see these events as opportunities to connect with your team and have critical one-on-one conversations. You can also reiterate your brand and company culture and ensure that everyone is on the same page.

The Big Takeaway When you do not work close (geographically) to all of your franchisees, it is crucial to have a mix of different communication types. In addition to making use of classic in-person one-on-one meetings, you should also be taking advantage of Zoom calls and instant messaging programs, plus annual events like conferences and seminars. A robust means of communication will make a world of difference when facilitating mutual respect and understanding.

Peter Capodice is sought out by leaders in Franchising who recognize the need to attract the industry’s best talent. Through Capodice & Associates’ extensive network of relationships and their “deep dive” qualification process, they are able to identify and secure individuals who represent the top tier of Franchise professionals. To discover how this process can benefit your organization, call Peter at 941-906-1990.