Earlier this year we interviewed representatives from companies that specialize in helping business operators hire smarter. These experts identified characteristics of the best hiring strategies and processes that can be utilized by multi-unit franchisees. Some of these may seem like no-brainers, while others may provide an "Aha!" moment. Implementing these practices into your hiring process will generate improvements in the performance of both your front-line employees and your bottom line.
Use talent management systems. All types of screening and evaluation tools can be found in today's automated, web-based systems and strategies.
Don't hire out of desperation. If you've lost an employee and need to fill the position yesterday, don't hire the first applicant in the door. Remember the old adage, "Hire slowly, fire quickly." In the long run you'll be glad you did.
Carefully select and develop a standard set of pre-screening and interviewing questions, and stick with them. Be consistent with your questions during the interview and take good notes. Use the same set of criteria to evaluate and assess every candidate.
Create a hiring system. Know who you are looking for, what qualities they must possess, and where you can find them. Your ideal candidate is your existing top performer. If possible, consider using outside assessment consultants and other third-party suppliers that focus on hiring, and who can help you build a system appropriate for your organization.
Don't go it alone. Have more than one person involved in the interviewing process. At least one unit-level manager and one front-line employee (whenever possible, from the area you're hiring in) should be involved at some point.
Paperwork: dot your i's and cross your t's. Take your time and never cut corners on the I-9 process. The average ICE audit fine is $100,000, and some people have even gone to jail. Think automation and strong audit processes.
Check references. It sounds elementary, but too many overlook this fundamental.
Prioritize your best candidates. Hire fast and get them off the market before they take a job with someone faster than you are at pulling the trigger. Remember, the applicant is just looking for a job--make it your job.
Don't hire with your gut. Be objective and ensure any decision is based on the needs of the job and the applicant's ability to fit that job description.
Standardize and document every step. This includes the process flow and interview questions. Create an audit process for the model. And be willing to adapt your model when needed.
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