Where to start with the recruitment & selection of franchisees?
Recruitment
The preparation
During the preparation phase, the structure of the process is determined. Which employee has which responsibilities? Who evaluates the candidate and who decides whether a collaboration will happen? What instruments are used and which recruitment channels are deployed? These are just a few questions that every franchise organization should ask themselves in the preparation phase.
For a franchise organization, the expansion of the entrepreneurial network (new openings) and the succession of existing franchisees (takeovers) are critically important. The new franchise entrepreneurs should align with the mission, vision, and strategy of the organization but also meet the entrepreneurial profile. The preparation thus begins with drafting the standard profile of the franchise entrepreneur.
What knowledge, abilities, skills, and competencies must the franchise entrepreneur have? This can be investigated in two different ways. Using the 'outside-in' method, several key figures from the franchise organization are asked about the desired job profile of the franchise entrepreneur. Franchise organizations are often supported in this by Recruitment Consultants or other experienced experts.
With the 'inside-out' method, several existing franchisees are interviewed and tested in order to arrive at the standard profile.
The analysis of the standard profile goes beyond just the competencies and skills of the individual. It is also important to know where the target group (the potential franchise entrepreneur) is, both online and offline. What interests does the target group have, what sports do they play, which newspapers do they read, and which social media do they use? Various organizations and foundations annually map the search behavior of jobseekers. These reports provide valuable information for choosing certain recruitment channels that align with the target group of the franchise organization.
The recruitment documents are also prepared in the preparation phase. Online and offline advertisements, standard mailings with information, rejections and invitations, an application form with specific questions, and a digital franchise brochure are the most common documents that the franchise organization can prepare well. It is crucial that the structure of the recruitment process is mapped out in advance. It is desirable that every candidate goes through the same process. This is a common mistake by franchise organizations. It often happens that a candidate from their own network (family, friends, and business relations) undergoes a different procedure than an 'unknown' candidate. This results in a subjective and thus not good assessment. A good structure promotes clarity for everyone involved and increases the quality of the selection. The efficiency and effectiveness of the process are also significantly increased. A general and proven process looks as follows:
- Request CV, motivation, and application form
- Telephone intake
- First selection interview (introduction)
- Evaluation (by phone)
- Second selection interview (in-depth)
- Evaluation (by phone)
- Third interview (signing)
- Opening of franchise business
The franchise recruitment process is usually documented in the recruitment manual and goes beyond just these eight points. A more detailed explanation of these points can be found in upcoming newsletters.
Would you like more information about franchise recruitment or are you curious about what Koelewijn & Partners can mean for your franchise organization? Then contact us via the form below.
