So, you’ve finally made it. You’ve become the owner of a franchise location, and it’s time to build an effective and reliable team. This might sound easier said than done, but there are steps you can take to establish the team your business needs. If you are in the process of choosing employees, managers, and supervisors, here are some team-building tips that will prove beneficial to both you and your franchise.
Franchise Hiring 101
1. Utilize Pre-Employment Assessments
If you are struggling with franchise staffing, you should consider the power of a pre-employment assessment. These assessments help you find out more about the personality, goals, dreams, and working style of each potential employee. Everyone is unique, but you only want to hire the best of the best. You can achieve this by working with top pre-employment assessment companies, like Sprockets.
The idea of issuing an assessment to potential hires might seem daunting at first, but it is an effective way to find workers who will best support your business goals. Company culture is important as well, and an assessment can help you find out which applicants will work well together and contribute to a positive workplace environment.
2. Be an Effective Leader
There is no doubt about it; when it comes to franchise staffing, you will need to be an effective leader, even when your employees are not present. You must be able to inspire your employees and encourage them to perform at their optimal level.
Keep in mind that imposing your will in an authoritarian manner is not necessarily the way to go when leading others. As the leader, you must be able to foster a culture of transparency and trust, and you must be honest and open with your employees about any potential problems your franchise faces.
Here are some of the skills you should have to be an effective leader:
- Communicate clearly: Your team must understand the primary goals of your business at all times. If they do not, you must be willing to help them realize their role in the project and how it impacts the bigger picture.
- Delegate wisely: As much as you might like to at times, you can’t do everything by yourself. You must have the ability to delegate certain tasks to others. Delegating is an important part of leadership. Also, keep in mind that some individuals are better at specific things than others — use this realization to your advantage.
- Be approachable: You can’t be everyone’s best friend, but your franchise employees must be comfortable coming to you with questions and concerns. They should feel as if their voices will be heard and valued.
- See the bigger picture: The ability to see the bigger picture is an integral part of being a leader. Small details matter, but you should be able to see how they combine to create a bigger idea. Keep your eye on the end goal while managing day-to-day tasks.
Any team that doesn’t have a strong and direct leader will quickly fall apart. Always be sure to lead by example and serve as the focal point of your team.
3. Define What an “Effective” Team Is
Creating a team that flawlessly executes every single task you set before them is not easy. To build a sufficient franchise team, all individuals involved must collaborate and make conscious efforts to achieve certain goals. If you want your team to be effective at all times, the following elements must be present:
- Clear roles: Each team member must have a clear understanding of who does what. They should also understand what they are responsible for and how it impacts the entire company.
- Excellent communication: Your team members should feel comfortable speaking their minds (in a respectful manner, of course), and everyone should feel heard. As a leader, you should feel comfortable providing guidance and correcting errors, if necessary.
- Clearly defined objectives: Without clearly defined objectives, it will be nearly impossible to complete any task. Make sure your employees understand what is expected of them at both an individual and group level.
- Cooperation: Although everyone should understand what is expected at an individual level, they must remember that they are part of a team. Always emphasize the importance of collaboration and group goals.
Once you decide what will make your franchise location great, you should decide what will make your team great. Only hire employees who can add their own brand of greatness.
4. Encourage Team Cohesion
Without a cohesive team, it will be hard for your business to excel. Cohesion among team members is immensely important if you intend to run a franchise location, so you must take steps to help your team members feel like they are a part of something bigger than themselves. Ideally, your team should be self-sufficient and capable of performing excellently without you having to guide them through every single step. Training such a team can take time, however. You must ensure your team members feel comfortable working with each other, even when you are not around.
There are numerous ways to help your team become more cohesive and goal-oriented. Team-building exercises can help your employees build trust and depend on each other to some degree. You should also encourage your employees to get to know each other. This is often easier said than done, but you can break the ice with after-work gatherings, casual lunches, and other fun group activities.
Finally, you should encourage your employees to collaborate with each other. If each team member is only focused on themselves, it will be difficult to reach company goals. Set collective goals and reward your team for meeting them. You can also have more experienced team members mentor less experienced members or those who are struggling.
5. Encourage an Environment of Contribution
If you really want your franchise location to grow and expand, you should try harnessing your employees’ ideas. Every person is unique, just like their perspectives and beliefs. When you take the perspectives of others seriously, you have the opportunity to add fresh ideas into the mix. Your employees might feel uncomfortable contributing new ideas at first, but by creating an atmosphere of trust and respect, you can quickly put their fears to rest.
Encourage your employees to share more information than usual about their progress. By asking for feedback and reports, you can gauge each employee’s level of contribution as well as see how close the team is, as a whole, to meeting overall goals. Make your employees feel like their ideas and feelings matter to the franchise and their leader.
Build the Best Team With Sprockets
Building the right team can contribute greatly to the success of your business. Finding the right employees to staff your franchise location can seem difficult at first, but there are ways to simplify the process and ensure you assemble the best team possible. By keeping the previously mentioned tips in mind, you can build a team you can rely on and be proud of for years to come.
Plus, you can utilize the Sprockets platform to enhance your hiring process and reduce costly turnover. Our sophisticated, AI-powered solution combines psychology and technology to find the ideal employees to suit your needs. Our Applicant Matching System automatically analyzes the mental makeup of applicants to determine who will — and won’t — be a good fit for your team within minutes. It’s not magic — it’s logic.
Schedule a brief demo today and start hiring the ideal applicants!
Franchise company culture plays a large role in a company’s success. A positive company culture will encourage employees to work harder and stay with your company longer. Employees will also look for ways to help the business become more efficient and more profitable. When your people are happy, they pass the savings onto you. Here are some tips on how to create a positive company culture.
Here’s How to Create a Positive Company Culture
1. Prioritize Health
The world has recently come out of a pandemic, and health is more important to employees than ever. If you want to create a positive company culture, you need to make employees feel safe and healthy. Do this by providing adequate health insurance for full-time employees. People should get their insurance within 3 to 6 months after their start date. You should also encourage employees to work from home when they aren’t feeling well. Finally, you should make sure employees have plenty of physical space between each other. You can also install hand sanitizer stations and reminders on how to stay healthy. Healthy employees show up to work more and work harder.
2. Use Standardized Metrics to Measure Performance
Employees need to feel that there are fair metrics in place to judge their progress at work. You can gauge things based on productivity, sales, or a number of other metrics. Make them clear to everyone. You should also make it clear how you calculate the metrics so that employees understand what they need to do to help you gather accurate data. This helps you learn what your employees are doing every day and how much they can accomplish. You can use the data to adjust the metrics as you see fit.
3. Get to Know Employees
You need to make a point to get to know your employees on a personal basis. You can do this with casual meetings in both a group and one-on-one setting. You can have other meetings to talk about performance. These meetings should involve learning what motivates your employees and their thoughts about working for you. If meetings aren’t your style, make an effort to get out into the workspace to answer questions and help when the real work is going on. You will be able to show your expertise while getting to watch your employees in action.
4. Request Feedback
Running a company can mean that you focus on the big-picture ideas as opposed to the day-to-day operations of your organization. You may not be able to properly see the things that could use improvement. Who better to suggest improvements than the people who work there every day? Provide an anonymous suggestion box or anonymous surveys to allow people to express their thoughts. You can also establish an open-door policy that gives people the chance to voice any concerns to you in person when a certain problem comes up.
5. Encourage Diversity
People have struggled and worked for years to become equal to other people simply due to their skin tone, country of origin, gender, sexuality, or age. As the leader of your organization, you need to go out of your way to create an environment of inclusion. Start by hiring a professional who can consult on ways to increase inclusion in your business. If you do notice any form of discrimination, it needs to be taken seriously. Investigate all complaints immediately. Establish clear consequences for anyone who hinders your efforts of diversity and harmony.
6. Recognize Hard Work
Many employees don’t feel adequately appreciated in their current position. When you see an employee doing a good job, you should make a point to celebrate their efforts. Acknowledge them in a public way. You can also give them some sort of monetary reward for going above and beyond. Hopefully, other employees will be encouraged to work hard, too.
7. Create Clear Core Values
When you clarify what your company stands for, these values can guide you in the right direction during your daily dilemmas. Make sure that all employees in your company know your core values, too. The idea is to get them to go through the workday with those same values instilled in them. Write your core values down, go over them during orientation, and reiterate them once or twice a year while also placing reminders around the workspace, whether it’s an office or a restaurant.
8. Promote From Within
Many employees don’t appreciate being at a job for years only to watch someone else come in at a higher position who doesn’t know the ins and outs of the company. You should only hire people that you can see promoting down the line at some point. Instead of hiring C-level employees, you can promote within and hire entry-level employees to train. Always keep your eyes open for who is truly making an effort at the company.
9. Set Standards
You want your employees to like you, but you also want your employees to behave in an appropriate manner. Establish standards and hold people to them. If you let employees get away with anything, they will do just about anything. Some common expectations include regular attendance, proper customer service, and appropriate behavior in the office. Establish consequences when an employee does not meet your expectations, and stick to them.
10. Have Fun
Just because you are at work does not mean you can’t have any fun. It’s okay to joke around with employees and let employees joke and laugh and have fun. Encourage social outings after work and allow people to be silly. For some workplace culture examples, you can even provide games in the break room or ice-cream socials once a month. These little extras can make an employee want to stay.
Hire Applicants Who Will Contribute to a Positive Environment
One of the best ways to create and maintain a positive company culture is to hire people who will help make it happen. Luckily, Sprockets empowers you to do precisely that. Our sophisticated solution to hiring combines natural language with artificial intelligence and over 80 years of psychological research to predict which applicants will succeed at your company and mesh well with your team. It’s not magic — it’s logic.
Schedule a demo today to see how the Sprockets solution works!
Currently, a lot of people are venturing into franchise opportunities. One of the many benefits of setting up a franchise location is that you will be riding on an idea that has already proven successful. However, just like any other business, setting up a new franchise location can also come with the same challenges facing any other business startup.
For instance, you’ll need a solid business plan. Building a good business plan for a new franchise location is essential. It helps you think through the obstacles you might face, strategies for overcoming them, and your intended investment’s overall sustainability. A good business plan is also essential if you need financing for your business. Most lenders and investors will demand to see your business plan before considering financing your business.
Building a Business Plan for Your Franchise Location
While some franchisors will help build your business plan or simply provide you with one, that is not always the case. Don’t worry, though. Below is an outline of a franchisee business plan example outlining the various sections included in a business plan for a new franchise location.
1. The Executive Summary
This portion of your franchise business plan should give a clear description of your business’ goals and its purpose in the short and long-term. This section includes basic information such as your business’ name, details of the founder, and location. It also consists of the mission statement, a list of products and services, and the target market. Please ensure you also state your credentials and experience in the field and an overview of your business success factors.
2. Business Overview
In this section of your business plan for a new franchise location, you must provide an overview of your business’ main aspects. For example, you might need to explain why your new startup is better and unique from the existing establishments.
It should be as forthright as possible so that anyone reading it will get a clear understanding of the scope of your business. This section highlights your business’ legal structure, the franchisor’s company history and success rate, and a complete list of all the products and services, inclusive of their prices.
3. Industry Review
Understanding the industry you want to venture into as a franchise is critical to your success. This section of the business plan can be divided into two parts: the industry’s general overview and the position your franchise intends to hold or fill in the overall industry. Consider current trends, the industry’s growth rate, major players, and national revenue.
4. Management Summary
The management summary section of the business plan should include a list of members responsible for running the business. These are the employees that will be mainly responsible for the day-to-day operations of your franchise location. Be sure to put as much of the members’ background information as possible. You can include past experiences, professional qualifications, past successes in the field, and any other information pertinent to their position.
5. Consumer Analysis
The consumer analysis section of the business plan focuses on the target audience. In this segment, you must start by identifying who your potential customers are, express a clear understanding of the customers’ needs, and show how your products or services will meet those needs.
You need to be very specific when writing this section and exhibit a clear understanding of who your intended customers will be. For example, it would be too vague to say that your company is targeting middle-income earners. Be as in-depth and precise as possible. You might need to specify the exact range of income, age, and location of the customer, among other traits.
6. The Premises
Every business needs to operate from somewhere. You must agree with the franchisor on your business’ most appropriate location before writing this section. Some of the factors determining your choice of premises may include the location, expansion projections, cost, and planning consent from the property owner.
7. Sales and Marketing
In a franchise, strategies for sales and marketing are typically laid out by the franchisor. When writing this section, you will need to research their sales and marketing strategies, advertising, and any other kind of support they may offer you. You can also confirm with your franchisor if it’s alright for you to play a role in local advertising and marketing.
The following are areas you might want to consider when writing your business’ sales and marketing plan: marketing channels used by your franchisor, strategies for different business seasons, an overview of the sales process, and customer retention strategies.
8. Financial Projections
The financial projection plan is one of the most crucial business components; it is more of your business’ financial forecast and acts as a roadmap. Potential investors and lenders will look at this section more to determine their interest in having a stake in your investment. Most financial projection write-ups are appealing on paper. However, it can be of no value if actual returns do not justify it once the business starts running.
Avoid writing this section with the sole intention of impressing investors and lenders. Make sure you do thorough research to establish the real potential of the business you are venturing into to avoid losing money.
It is essential to prepare this section even if your venture is funded from your savings. This section describes the financial needs for starting up the business and how you expect to fund it. It is one of the last items on the list in your business plan. This segment is where you make your case to investors and potential lenders if you are trying to get funding from them.
Have a Hiring Plan
If you are looking to hire employees and have difficulties identifying the right applicants, please feel free to contact us at Sprockets to learn about our AI-powered Applicant Matching System. We pride ourselves on helping companies hire applicants that are the precise fit for their needs, ultimately reducing costly employee turnover. Our sophisticated solution ensures that you hire people who will collaborate well with your other team members and stay long-term to see your company grow — and contribute to that growth.
Are you ready to launch a new franchise location? Between now and then, you must overcome many obstacles. Luckily, in this day and age, the answers are easier to find than ever. By checking out the following tips, you’ll have a leg up on the competition. That way, finding success with your franchise business will be easier than ever.
7 of the Best Tips for New Franchisees
Let’s look at a few of the most common traits of successful franchise owners. Of course, everyone’s situation will be different. Nevertheless, by comparing notes, you’ll notice there are some core commonalities. When you are ready to start a new endeavor, doing the research is more than worthwhile. By putting in the time, you’ll reduce the odds against you. Then, success is just a matter of commitment. At that point, it might as well be guaranteed.
1. Ensure You Have the Starting Capital
Without the money, you can’t launch anything. Therefore, ensure you have the starting capital. Otherwise, your time would be spent better on other ventures. For example, suppose you have limited funding. If that is the case, we suggest you pursue finance partners rather than customers.
2. Choose the Optimal Location
Even though your business has a well-known brand name under a franchise, that doesn’t mean it can succeed anywhere. Any experienced business owner knows that location is a significant factor in success. In certain areas, poorly ran enterprises might prosper. However, in other locations, even the most efficient endeavors might fail. By researching different locations, you can find one that fits you best.
3. Network With Other Successful Franchisees
Who said that you could not learn from other people? Of course, not everyone can give you good advice. However, by speaking with successful franchisees, you can find out what they have learned. Over their career, they’ve made many mistakes. Since you can ask them what they learned, you won’t have to go down the same road they did. That way, you can skip over some of the bumpier sections of the journey.
4. Continuously Seek New Information
You can compare yourself to other people all day long. However, you would get better results if you were to look at people who were successful. Generally speaking, they are all fast learners. Because they can pick up on things quickly, they can also adapt rapidly. In the business world, that is essential. By adapting to new circumstances, their companies thrive while others fail. If you’d like to follow in their footsteps, then it would be best if you were to emulate that trait.
5. Grow Your Business
Both you and your business should always be growing. Every year, set new goals. That way, you can have something to use while you measure your progress. By doing so, you’ll have a reason to stay motivated throughout the year. Unfortunately, many entrepreneurs fall off track after they get started. However, a small bump in the road doesn’t mean the entire journey must be derailed. Instead, use this as an opportunity to find out what went wrong and improve. Then, get back at it. Otherwise, you’ll have to learn the old adage: Failure is only permanent when you quit trying.
6. Maintain a Work-Life Balance
Besides your new business, you must also focus your time at home. At its core, your home life helps motivate you in the morning. When you wake up, rushing to work on that new project might not be exciting. However, if you have a balanced life, then working won’t be so aversive. Instead, you will be ready to seize the day each morning. By living a balanced lifestyle, your efforts will be rewarded when you focus on work.
7. Build a Strong Team of Employees
While you are central to your company’s success, other people make your business run. As you are building your crew, evaluate each individual for their talents. You should only choose applicants who will thrive in the workplace and mesh well with the rest of your team members. The stronger you can make your team, the more successful you can make your business.
Luckily, there’s a convenient tool that makes hiring the ideal applicants a breeze. It’s Sprockets, an AI-powered solution that quickly and effectively creates a “fit score” for your applicants, empowering you to see who will drive success and stay long-term. It’s not magic — it’s logic.
Schedule your demo today to learn all about how Sprockets helps you hire the right applicants and reduce costly turnover!
If you think the business world is hectic, overwhelming, and confusing, you are not entirely wrong. It is probably worse when you are inexperienced about your venture. The franchise venture is rapidly becoming more popular, and it is easy to see why.
Becoming a new franchisee eliminates the costly expenses that come with starting your own business from scratch. For example, you will not need to generate a business model or patent it for trademarks. Other perks include advertising and product promotion, staff training, and support services.
Learn How to Become a New Franchisee
But how much do you know about becoming a new franchisee? Restaurants are quite popular in the franchise industry, but you can also venture into other industries. You could opt into real estate, the education sector, health and fitness, pet care, just to name a few.
Is a Franchise Enterprise Right for Me?
The purpose of getting into entrepreneurship is different for each person, and so is the capital investment. If you are not so excited about taking business risks, franchises offer a decent safety net. However, there are several factors at play, and success is not a guarantee.
Here are some things you should consider before you start a franchise process:
- Take time and weigh the pros and cons of buying a franchise location. Does it serve your purposes in the way you intended? What are the cons to such a goal, and how will it affect your finances?
- The markets are a decent guide on where to put your money, but it is highly advisable to settle into something that matches your skills, personality, and goals. Money is a huge motivator, but interest and skills are what get you through the tough times.
- In addition, think about the future. Is this what you want to be doing ten years from now?
Understanding the Franchise Process
When all is said, how do you get the job done? What is the process of becoming a new franchisee? What are the new franchisee requirements?
We will break down the process into seven simple steps:
Step 1: Research Franchise Concepts
As we had mentioned earlier, there are many more concepts you can look into that are not restaurants. The International Franchise Association has over a thousand registered franchise businesses you can look into. Alternatively, you can look up other opportunities at FranchisesForSale.com. Talking to a professional will help clear the air in terms of what you want.
This research is instrumental in finding business opportunities that fit your budget, geographical specifications, and skills. There are some websites that will help you narrow down your options based on these factors and other preferences. Alternatively, you can talk to a professional about it.
Step 2: Send an Application/Request for Consideration
Have you found a franchise concept that sets your soul on fire? Do you have several options you are seriously considering? Submit your request for information. You will hear back from the company within a week or so, either via phone or email. They will also link you to a representative.
Step 3: Consider Legal Obligations
Now you are getting more invested with your company of interest, so it is time to take it to the next level. At this stage, you are learning in-depth information about every aspect of the industry. This will include the company, the business model, and the roles of both the franchisee and the franchisor. This information is delivered in the Franchise Disclosure Document-FDD. Go through the document with your lawyer and accountant.
This is a legal requirement by the Federal Trade Commission, and it serves to elaborate on the relationship between you and the franchisor, including required fees and commitments. The FDD can be pretty detailed, but ensure you read through it all. Start with what interests you. The document will also guide you on your obligations, and it dictates what the company will and will not offer.
Step 4: Training and Support
This might be the best thing about the franchise concept — all the heavy lifting is someone else’s obligation. The franchisor has researched the market, developed the concept, and created the product and service. In addition, the franchisor gets to share their trading strategies, training, and marketing programs with you. Of course, this often comes at a fee.
At this stage, your franchisor should outline in detail the support you should expect in terms of training, marketing, and operations. Depending on the company you are working with, you might have to travel for training programs while others will come to you instead. Also, some companies only offer online support to their franchisees.
The advertising and marketing strategies will vary significantly between franchisors, and some will offer online or phone support only. At this stage, you decide how much support you’re comfortable with and whether you can survive with what’s on offer.
Step 5: Review of the Franchise Disclosure
If everything is going smoothly, then it’s time to take it to the next level. You will have a serious conversation with the representative to review the FDD and territory issues.
Review every section of the document and make sure to ask any questions. A franchise will cost you time and money, so don’t be hasty. To be on the safe side, have an accountant look through the financial statements to estimate the accuracy of projected returns.
Another important person you should see at this stage is a franchise lawyer. As a legally binding document, you want to ensure that your rights as an individual and business person are not tampered with or diminished. In addition, a lawyer will be able to identify any unfavorable clauses that might hurt you in the long run.
Step 6: Due Diligence
At this point, you understand the industry like the back of your hand. However, restrain from making any rushed decisions. Talk to different people at a corporate level and the other franchisees. Ask about the company and whether their expectations have panned out. Ask about any regrets or wrong decisions they think they have made. If your franchisor is hesitant to share a complete list of their franchisees, then perhaps it is better to take your business elsewhere.
Step 7: Finalize Plans
If everything has gone according to plan, then congratulations! You are at the final step of the franchise process. At this stage, you have completed the evaluation, and you are ready to sign the Franchise Agreement. Ensure your finances are in order, including management service fees and cuts to the marketing and advertising funds. Do you have enough cash to sustain your franchise until you start making profits? Also, you get to meet with executives and heads of departments who will be your close associates as you start on your new franchise business.
As an entrepreneur, it is crucial to create a business plan for your franchise. Even though it is not a mandatory accessory, it is an important tool that helps to assess your business. How is the progress of your franchise in comparison to your goals? Your accountant or franchisor could help you develop one, but ensure you stay in the loop and are aware of the figures. Review your business plans regularly.
Jumpstart Your Business With Sprockets
Are you ready to achieve success as a new franchisee? We’re ready to help you make it happen! The Sprockets platform empowers you to hire employees that are the precise fit for your needs. It combines natural language and artificial intelligence to determine, with absolute accuracy, the right new hire for your team (in a matter of minutes!)
Contact us for more information today or schedule a brief demo to see Sprockets in action!
The COVID-19 pandemic has not only led to a rapid shift in remote work, but it has also changed the vetting and hiring of new employees. In fact, according to an HR survey by Gartner, 86% of companies are hiring and conducting interviews virtually. With unemployment rates increasing, it’s becoming a mammoth challenge for HR teams to find top talent from the large numbers of applicants without meeting them for the first interview. However, planning properly and leveraging the right resources can help your HR team successfully execute and expedite the remote-hiring process.
We’re going to take you through the entire process of vetting and hiring new employees remotely to ensure good hiring decisions and set your company up for success.
1. Define Your Ideal Candidate Persona
Employing someone based purely on your gut instinct can be a gamble. Not knowing what you’re looking for in a candidate could result in making a bad hiring decision, which might be costly for your company. As such, the first thing you should do before you put out a job posting is to determine what you’re looking for in a candidate. You should identify the traits and skills that are absolutely necessary (and those skills that are nice to have, but you can teach a candidate once they’re hired if they don’t have them). Establishing what you’re looking for in a candidate at the start of the process will not only save you plenty of time and money, but it will also help narrow down your search to the top candidates for the role.
2. Develop a Clear and Accurate Job Description
Next, you need to curate a stellar job description that’s detailed and clearly lays out what you’re looking for. Be clear about the open position’s requirements, including the desired skills and experience, working environment, responsibilities, and overall conditions. Doing this will help potential candidates know what exactly the job entails and what you’re looking for in a candidate, which will let them decide whether they’re a perfect match for the open position before applying.
3. Automate the Screening Process
Rather than reviewing hundreds of resumes manually, which can be laborious and time-intensive, you can utilize an automated screening tool to help sort the candidates based on their qualifications. This helps streamline and expedite the hiring process by categorizing the applicants based on how qualified they are for the position and team.
4. Conduct Pre-Employee Assessment Tests
After you’ve screened candidates, send them a pre-employment assessment test to see whether they’ll succeed in the role and fit in with the team before inviting them for the interview. This helps save both the candidate and your HR team valuable time if they lack the skills and personality you’re seeking.
5. Outline the Interview
Maintain a pre-planned structure for your interview by determining the topics you plan to discuss and the kind of questions you’d like to ask. From the pre-employment assessment test, you’ll have an adequate understanding of an applicants’ background and skillset. This allows you to focus the interview on getting to know them more personally and determining if they’d be a good fit with the rest of the team. You should come up with a detailed list of essential questions for the interviews you’re planning to conduct. Ensure your questions can help derive insight into the candidates and evaluate their ability to carry out the role as required.
6. Utilize Remote Meeting Tools for Your Virtual Interview
Proper preparation is crucial to ensuring the interview process goes smoothly. First, you need to decide what virtual meeting platform you’ll use for the interview. You also need to ensure clear communication of the meeting details, including who will make the call, date, and meeting time. Apart from using remote meeting tools to conduct interviews, you can utilize on-demand interviews (have pre-determined questions that applicants can record their responses and send them in). Make sure to evaluate the applications and interview recordings as a team to ensure compatibility.
7. Complete HR Paperwork Virtually
After you’ve found the right candidate for the role, make an offer and finalize the hiring process via tools like DocuSign, applicants will be able to sign the offer document electronically and send it back to your HR team.
Take Your Virtual Recruiting To the Next Level
While it is understandable that one would prefer to work with an employee who already understands industry jargon, is familiar with the proper tools, and has a grasp on what the job entails, these hiring criteria might only benefit you in the more senior positions. However, when trying to fill hourly or even entry-level positions, hiring candidates with no industry experience might lead to a better quality hire in the long run.
When faced with a mountain of resumes, it makes sense to focus on candidates with a proven record in the industry. However, multiple reports, such as this one by Glassdoor, say that this might not always be the case. You might actually end up missing out on the ideal applicants. Below, we discuss five important reasons why you should pick potential over experience:
5 Reasons to Hire Applicants With No Industry Experience
1. They Are Adaptable: Newbies are moldable, unlike someone who has done the same tasks and solved the same issues in a different organization. An experienced person will not question or examine strategies, status quos, or processes with fresh eyes. They tend to be cookie-cutters who follow the same standard procedure that they’ve always used.
Currently, all industries are facing uncertainty. There has never been a time when organizations needed change or coping skills as much as they do now. Unfortunately, an employee who has spent a significant amount of time fixated on the same role, facing similar challenges and using the same thought process to come to solutions, will need intense training to re-imagine or rethink a task. Choosing to bring new and unexplored talent — people who have yet to develop habits and routine practices — will present you with employees who respond positively to changes, adapt seamlessly to new company culture, and seek new solutions and opportunities.
2. They Bring Fresh Talent and Perspectives: While experience is valuable, companies are now more focused on diversifying their culture and hiring employees with a wide range of skills. Culture is ever-changing, and the younger generation is at the forefront of it. Hiring fresh talent will introduce new ideas and perspectives that align with the current market trends and expectations. People who’ve done the same or similar jobs over and over tend to fall into a mental rut. Similarly, your interviews will be more enlightening and exciting. Not only will you grow in the process of hiring newcomers in your industry, but you might land the brilliant, energetic employee you always wished for.
3. They Are Passionate: When you’re accustomed to the same routine and job, your curiosity tends to dip. Taking a chance on someone without experience and training them can help motivate them to remain passionate and loyal to your organization. New employees without experience are usually eager to learn and impress if only to affirm your decision in hiring them. Experienced employees will probably tell you how they will accomplish the job in the same guaranteed approach, without expressing interest in learning what makes your company unique. Candidates who have been in the industry for years sometimes tend to be the least creative, especially if you’re looking for someone who can rethink and improve upon an idea or a function.
On the other hand, an entirely new candidate in your industry has innate curiosity, positivity, and passion. Along with the feeling of accomplishment, these traits will rub off on other employees, which might end up positively impacting your organization’s productivity.
4. They’re the Future: Bringing in a new candidate with no prior experience, while challenging, can help foster innovative ideas. You get the opportunity to train them to fill the role the way you want it to be. Additionally, watching your new hire transform right before your eyes into a full-fledged professional is both rewarding and inspiring.
5. They Bring Diversity: Diversity and inclusion are vital in any organization. A diverse workplace yields higher revenue growth as well as increased employee retention. A diverse team improves morale and allows for exchanging ideas from different demographics, leading to out-of-the-box solutions.
Find the Right Applicant With the Right Recruitment Solution
Hiring young talent is not only refreshing to your organization, but it’s also an opportunity for growth and better ideas. You will develop a positive company culture of inclusion, challenge your thinking, and open pathways to innovative ideas, which might be the best thing you ever do.
This hiring process can be difficult, but not with Sprockets. To ensure you hire the right candidate, Sprockets offers personality tests for the interview process to ensure you find the right candidate. Our sophisticated solution combines technology and psychology to find applicants with a similar mental makeup as your current top-performing employees, ultimately reducing costly turnover. Schedule a brief demo today to see it in action!
What matters more to you when hiring: the applicants’ personality or the skills in their CVs? A study revealed that 78% of professionals from various industries agreed that personality is the most crucial factor when hiring. These employers cited the initial skillset as the least important factor. Many employers want to find people who will mesh well with their values and cultures.
Why Should You Recruit for Personality?
According to Leadership IQ’s study that involved about 20,000 companies, 46% of new employees quit their jobs or fail within one and a half years. Also, a whopping 89% of those failures were due to attitudinal reasons. You can imagine the cost these companies incurred due to high employee turnover. So, assessing your applicants’ personality rewards you with the following benefits:
1. Boost Employee Engagement: If a person’s preferences and interests fit a job, they’ll keep them engaged over a long period in the workplace. As an employer, you’ll want to know your potential employee’s engagement level in the job. People who enjoy doing their tasks are more likely to derive satisfaction from their jobs. Consequently, they’ll gladly welcome opportunities for growth and development in their careers. As such, expect improved on-the-job performance, which will boost the overall success of your business.
Your business needs people that will freely share ideas and forge robust cooperation. However, it’s nearly impossible to determine if a potential employee can interact positively with your customers and other employees before hiring them. That’s where an employee personality assessment becomes useful. You can determine an applicants’ social skills with a quick personality test.
2. Increase Employee Success and Job Performance: Pre-employment personality assessments can give you powerful insights into a candidate’s future success at the workplace. If you’re looking for employees that will post stellar performance in your business, the assessments will help you identify desirable personality traits.
These traits include professionalism, high energy, confidence, self-monitoring, empathy, etc. You can rest assured you’ll reduce your employee turnover by recruiting for traits such as these. Your workforce will tend to stay positive in their jobs and improve performance.
3. Reduce the Cost of Bad Hires: You win some and lose some, but it’s expensive to hire badly. So, strive to hire more people with the right personality. While a typical profit-and-loss spreadsheet will never reveal bad hires, evidence shows that low employee retention is among the factors that hurt corporate profitability. According to research, a company can incur 50% to 400% of an employee’s annual salary if that employee leaves.
What Are Some of the Crucial Personality Traits to Look for in a Candidate?
When arming yourself with personality tests for your applicants, be sure you identify all the ideal traits that fit the target positions. Here are the most common qualities to test:
- Professionalism: This trait includes a person’s attitude, behavior, and conduct in a business or work environment. You want people who conduct their jobs in a way that preserves and even boosts your company’s image.
- High energy: An employee with high motivation will work their tail off to bring maximum value to your business. They’re usually highly engaged, proactive, energized, driven, focused, and coachable.
- Confidence: Having technical skills is one thing, but demonstrating confidence in your skills to solve an issue is another thing. Does your candidate believe in themselves and their ability to serve clients, interact with other employees, and push your business forward?
- Self-monitoring: Don’t hire a person that will laze around and scamper to their duties when they see you or their superior. Go for those who value the company’s time, know how to use their skills for particular tasks, and self-monitor their improvement. Such breeds don’t need high levels of supervision.
- Team-player: While one person can move quickly, your company requires team players if you’re looking to grow. Employees who easily collaborate among themselves will brainstorm on ideas, solve problems together, and support each other for common goals.
- Empathy: A highly empathetic personality strives to cultivate curiosity about strangers, discover commonalities, listen well, and try to understand another person’s situation. They also have ambitious imaginations. Hire empathetic people to wow your clients, surrounding community, fellow employees, suppliers, and other stakeholders.
How Personality Assessments Can Help Pin-Point the Right Candidates
Employee personality tests aim to determine attitudinal and other traits. Most modern tests, like Sprockets’, employ a combination of psychology and technology to identify red flags. Forward-thinking companies understand the importance of hiring for personality and embrace these psychology-backed assessments. They’ve realized that relying on gut-feelings and CVs alone can only take them so far.
The icing on the cake is that you can get the testing done within just a few minutes using a desktop or mobile device. You can then use the results to assess how applicants will fit with your business culture. With these personality assessment tests, you’ll get all sorts of relevant information concerning your applicants, like their:
- Level of emotional intelligence
- Work ethic
- Score in terms of the big five personality dimensions: extraversion, conscientiousness, neuroticism, openness, and agreeableness
Would you like to customize the tests to meet your specific wants and needs? These psychology assessments can handle that too.
Hire the Right Fit With Sprockets!
There’s more to hiring the perfect candidate than experience and skills. Hiring someone with the right personality is crucial to the company’s success. While skills can be taught, having the right attitude, passion, and eagerness for a field cannot. Focusing on the candidate’s personality is vital to ensure a healthy work culture and employee engagement amongst team members. The wrong personality and attitude issues can impair workplace morale, draining your energy, resources, and time. Eventually, negative traits can drive away your hard-earned customers and top performers.
Do you find it hard hiring the right fit for your business work culture? At Sprockets, pinpointing the perfect match is our business. Request a demo now and see how we can bring value to your business.