Are you looking for manpower? 4 hiring strategies for franchise owners
The pandemic aside, the hiring process can be stressful for busy franchisees. It’s a seemingly never-ending process that takes time, has frequent dead ends, and often leaves franchise owners and applicants more frustrated than at the start.
That’s why, more than ever, it’s important for hiring managers to consider the needs of their future employees in order to attract top talent. Studies show that 37% of hourly job seekers say getting hired quickly is the most important factor in deciding where to work. To attract employees, hiring managers must adapt to the needs of job seekers.
Here are 4 key solutions for franchise owners to attract and retain the right employees for their business.
According to recent findings, 62% of hourly workers who applied for jobs never received a response to their application. This tendency to “ghost” potential employees, while not always intentional, is discouraging to job seekers and is a general bad practice for franchise employers. In an industry with high employee turnover, hiring managers must strive to follow up on every lead.
Open and transparent communication with potential employees helps build a sense of trust with job seekers and leaves those who don’t end up working for you with a good impression of the company.
Work your best to be responsible for the hiring process of your employees because, in the end, that is what you will ask of them.
For many hourly job seekers, time is of the essence. The job answer that comes up first, and with the least complicated hiring process, may be the one with the most appeal. Some will be deterred by an application with too many steps or a lengthy interview process.
The key to attracting hourly workers to your company is to show them that you prioritize the time they spend interviewing you, leaving as little opportunity for obstacles as possible. To meet the needs of the fast-moving job seeker, strive to make the hiring process as seamless as possible. When you can, move to an in-person interview faster, minimize paperwork, and eliminate as many unnecessary steps as possible.
Develop your talent pool
Finding the best candidate for a job during a labor shortage requires many franchise owners to get creative. In a world where it’s becoming increasingly important to adapt, look beyond your ideal talent pools. Cast a wider net to find more employees who want to work and are willing to learn on the job. Sometimes your “ideal” employee is not the one you are looking for.
Strict and unrealistic requirements for employees can deter a job seeker from applying. For example, if the minimum requirement to work in a registry is 5 years, but they only have 3 years of experience, you may have just lost a perfect candidate due to a minor condition of nomination. Additionally, underrepresented groups who may have less experience due to societal barriers may be less likely to apply.
In this new world of hourly hiring, soft skills (customer service, workplace communication, and meeting deadlines) are essential for future employees. These skills are not taught, but acquired through experience. In some ways, they may be more valuable than that 5-year minimum on the registry.
Rather than focusing on specialized work experience, I challenge franchise owners to be open to employees who have mastered these more general skills, which can be translated to the position you are hiring for. With this approach, you’ll expand your pool of potential employees, match employees to your specific roles and business, and build loyalty.
Adapt to succeed
In a world that is changing so rapidly, the key is simple: you must adapt to succeed. It’s easy to stick with the status quo and keep your hiring process as it is, but there’s real value in being open to implementing new ideas to attract talent and strengthen your company.
As job seekers look to new opportunities and prefer new ways to get hired, franchise owners need to be at the forefront of this new wave to attract and retain top talent.
Candice Nicolls is Senior Vice President of Human Resources and Workplace at Snagajob, the nation’s largest platform for hourly work, with 100 million registered job seekers and employment opportunities at 700,000 employers in the States. United States and Canada.