Two-Step Process
If you’ve been in the labor market at any point in the past few years, you should be familiar with the phone screen. It’s a way for employers to get a potential hire on the phone and see where the conversation leads. Typically, the hard-hitting questions are left for the in-person interview. The phone screen is a way for you to get a sense of a certain employee’s fit for your organization. Is the candidate engaging, gregarious and conversational? If so, you can imagine that this is how they will interact with your future customers. How are their communicative skills? Do they use proper English, show good sense and sound intelligent?
References and Background Checks
Conducting checks on a candidates’ background and references is now more important than ever. In the age of social media, a glaring omission that later becomes obvious can negatively impact your brand. We won’t provide specific examples but sufficed to say, you can probably conjure up the scenario we’re implying. It only takes a little bit of extra time to contact a previous employer, friend or teacher for a reference that can give you peace of mind about who is truly working behind your counter.
Document Everything!
From start to finish in your hiring process, keep a carefully constructed file of prospective employees. Having all your candidate paperwork in order can protect you from litigation later. It also helps to build a database of candidates which will serve as a benchmark for future employees. When making a hiring offer to a candidate, be sure you put it in writing, spelling out all the negotiable points of their employment with your franchise. That way, there’s always a clear understanding of job responsibilities and jointly managed expectations. Make sure your candidate always has a copy of his or her job description with which to refer in the future.
Make an appointment with us to discuss a future franchise ownership scenario and we’ll help you become the kind of boss you wish you had right now.
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