Multi-Unit Franchisee Magazine Issue I, 2012 | Page 54

You’re Hired!
judgment, and tolerance
for frustration.
One area many operators miss is in not creating
a solid employee position
profile. From front-line
employees to unit and regional managers, there is a
particular type of person
and skill set that gets each
job done in your units. Do
you know what that person looks like, on paper
and in person?

Steve Waterhouse

Profiling the perfect
candidate boils down to
three key areas—company culture, benchmarking top performers, and
measuring results—says
Rebecca Monet, president of Proven Match, a
company that helps determine compatibility and
predict the performance
of prospective franchisees as well as their key
employees. “Company

10 Tips to a Better Hire

R

epresentatives we interviewed from companies specializing in helping
business operators hire smarter identified characteristics of the best hiring strategies and processes. 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.
1. Use talent management systems. All types of screening and evaluation
tools can be found in today’s automated, web-based systems and strategies.
2. 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.
3. Carefully select and ]