Hiring and managing your workforce is paramount to true success, which is why you need to know how to do it with the most efficacy. When you have the right people working in your franchise, you’re increasing your odds for success over the long term.
Your staff is an extension of you and your enterprise and they are supposed to represent your values and ideals as a business professional. Finding that ideal personnel who fits the bill can be a challenge but if you are ready, willing, and able to meet it head-on, that can improve your chances for getting your franchise off the ground in less time.
We’re going to discuss the many available methods for locating those people and attracting them to your organization as valuable long-term hires.
If you’re going to attract the best candidates you need to disclose the exact specifications of the position you are looking to fill. That first entails knowing how to define the job, the various duties that are associated with that position, the reasons why it’s important to your business, and the requirements that should be demonstrated by the ideal candidate.
So let’s say you’ve franchised a carpet cleaning business and you need to hire employees who will join the company and perform the services offered to customers. You must be able to clearly communicate what those tasks entail and how each employee will be expected to carry them out.
After you’ve ascertained all of these factors, you can then create a help wanted listing or job placement advertisement in any number of recruitment avenues to get the word out about your cleaning business opportunity.
There are many different ways you can advertise your job opportunity to the people who are seeking employment with companies just like yours. You can hire an employment agency to find suitable candidates for the position and while that might come with a small fee, the time you’re saving to weed out the resumes that don’t apply to your specific requirements may be worth the cost.
You can also post your listing on any of the multitudes of job placement and networking websites that currently exist from Linked In to Monster to Craigslist. It all depends on the type of job you need to be filled and the level of qualifications expected in each candidate.
Ask friends, neighbors, colleagues, and acquaintances who might have someone ideal in mind or place ads in local newspapers to increase the number of candidates who may see the listing and apply.
After you pinpoint the handful of candidates that meet your requirements, you’ll want to sit down with each one and get to know who they are, what they want in a career, and how these goals align with your own.
Each candidate will bring something different to the table and once you’ve met with all of them, you can then decide who fits best in the organization and who does not. Don’t take this decision process lightly, think long and hard about which of these individuals will represent your company in the manner that you expect.
After you’ve identified the best hires for your franchise, you need to know how to manage them effectively so that you may help them reach their full potential.
There are a number of ways in which to do that, the first being the most simple, showing them basic respect. You’ve chosen these people to represent you and your company, make sure they know how important they are to the business. If your staff understands that aspect, they will be more willing to work harder as a way to show you the same amount of courtesy and respect.
Offer them praise when warranted and constructive criticism when necessary. The best way to manage your workers is by offering them thorough feedback as a way to help them improve their skills. When an employee has done well, telling him or her makes them feel important and appreciated.
Training franchise employees is a critical facet of effective management and you must be sure that each one undergoes some degree of proper training. Many franchisors will insist that you and your staff have received precise training in the ways to offer the company’s product or service.
But even after the initial training period has been surpassed, it’s also imperative that you continue to train your staff with routine refreshers. This can help hone their skills more sharply and allow for adjustments to be made in the event a course correction is necessary when training has been forgotten or typical procedures have not been maintained properly over time.