(FS8) What Comes After the Interview in Your Franchise
Determine the Applicant’s Potential
Everyone individual has a skill, but not every applicant’s skills will lie in the industry that they are applying for. Listen carefully and assess the applicant’s potential within your franchise, business culture, and industry in general. Even some interviewees with skill sets from other industries can be extremely helpful in your business depending on their attitude.
Make the Decision
When you feel like you’ve had enough information from the interviewee to form your impression, feel free to cut it off. A great way to end an interview is usually, “Thank you. I think I have all that I need. Do you have any questions?” If your interviewee asks any questions, keep track of what they ask and if it has any meaning to you. Don’t worry about making the decision to hire right then if you’re not feeling the immediate draw to that person. It doesn’t have to be made at this point in time.
Stress the Atmosphere
Don’t forget to stress the important atmosphere of teamwork and why it’s important. If you have any other major words that describe your team or work culture, use them. Let your applicants know who you are and what they are walking into. If you are upfront about it, you are far more charming and have far more personality. Even if they don’t get hired this time, a great interview and a great interaction could bring a new customer or a applicant in the future.
Most applicants worth considering will have at least one question. Respond to them. These questions show that the applicant is taking the interview just as seriously as you are and they want to know just as much about you as you want to know about them. By making sure that your candidates are fully aware of everything regarding your business, you are likely to lower misunderstandings, high expectations, and employee turnover.
After the Interview
After the interviews are over, discard the resumes to those you won’t be picking. Usually this should be done with a shredder to avoid any sensitive information getting out. With the applicants that you liked, it’s time to check references, assuming that you asked for them. This is especially important for the newer franchises who are just starting out. While there are many employers who skip checking references if they trust an interviewee, you shouldn’t do it just because your franchise is newer and you want to spend less money on staffing.
Be very objective and honest when you’re evaluating the candidates. Was there any reason that one may not have been fit for the position? Evaluate not only skills, but personality. Even if someone is a pro at a certain job, if they’re hard to work with, would you really rather that over an inexperienced person with an amazing personality? You can change skill level through training, but you can’t really do anything about a bad personality. Regardless of the reason for not hiring someone, always treat them with respect. Even if someone is rude or unprepared for the interview, always treat the interviewee with respect as you’re representing an entire brand. You don’t have to part enemies even if they aren’t right for you.
Continue Reading from The Franchise Series 8
- Hiring, Training, and Other Staff Decisions in Your Business
- Different Legal Issues to Consider For Hiring in Your Franchise
- Successfully Interviewing For Your Franchise Business
- Things to Remember During Interviews at Your Franchise
- Being an Effective Leader for Your Franchise
- Training Your Team to Work in Your Franchise Efficiently
- Keeping the Employees You Want in Your Franchise
- Making Sure Your Franchise Follows OSHA Rules