When is a prospective franchisee suitable?
Recruitment
The Selection
In franchise recruitment, it ultimately revolves around selecting the right people. But how do you know if you are choosing the right person? In part 1 of this four-part series, we told you about the preparation. This included determining the standard profile. The competencies, skills, capacities, and other character traits from the standard profile are the starting point for selecting the candidate franchisee.
To make a good selection, you can use various selection techniques and instruments. Below is a complete overview of the different ‘predictors’ in order:
The selection instruments
- Practical Test
- Structured Interview
- Job Knowledge Test
- Integrity Questionnaire
- Unstructured Interview
- Assessment Center Method
- Colleague Assessment
- Biographical Data
- Conscientiousness Questionnaire
- References
- Years of Education
- Interest
- Years of Work Experience
- Age
Validity Scores According to Schmidt & Hunter, 1998
By combining multiple selection techniques and instruments, the quality of predicted performance increases. In other words, the more selection techniques and instruments you use, the more confidently you can say that you are making the right choice.
We would like to explain the two most commonly used selection techniques and instruments further.
Practical test
A proven method to assess whether you are dealing with a suitable candidate is the practical test. For instance, during the second interview, you can have a practical test (practical simulation) performed. You can present the candidate franchisee with a problem statement that aligns with the duties and tasks of a full-fledged franchisee (practice case). The candidate franchisee must devise a solution within a certain time frame.
Unstructured interviews
The most common interviewing technique is the unstructured interview. You or the franchise recruiter engages in a conversation with the candidate franchisee to assess if there is a ‘click.’ Although the conversation likely has a generally fixed structure (who are you, what have you done, why do you choose our formula, and you provide an explanation of the concept), we still refer to it as an unstructured interview. You ask, and the candidate franchisee answers.
In a structured interview, you use a number of predetermined questions that are asked in the same order to each candidate in the same manner. Tip: the most commonly used interview technique is the STAR(R) method. This stands for Situation, Task, Action, and Result. Some add the dimension Reflection to it.
The STARR methodology is a very simple and proven method to interrogate candidate franchisees. With this ‘probing technique,’ it quickly becomes clear how a person acts and reacts in certain situations. Through this, you can quickly uncover the desired competencies and skills. We gladly take on the challenge with you to optimize the use of franchise recruitment within your organization!
