It’s no secret that hiring the right team can make or break your franchise business. Recruiting top talent for your My Eyelab franchise takes intentionality and diligence, but once you’ve got the right team in place, you will set your business up for success.
There are some tried and true methods when it comes to recruiting retail franchise employees. By following the right strategies, you can ensure you’re making the best choice every time. Here are five helpful tips for identifying and hiring the right retail employees for your store.
1. Utilize Your Current Employees to Recruit
When it comes to recruiting, there is no better channel for recruiting than your current employees. By implementing employee referral programs, you’re leveraging your resources by hiring someone who you can be confident will understand the culture and can be trusted.
LinkedIn can also help recruit for management and senior positions because you can form connections and get a lot of potential job candidates in a short amount of time. For hourly or shift employees, Indeed.com is helpful because you can see a long list of candidates ready for hire and are active job seekers.
2. Hire Someone Who Fits Your Company Culture
You need to hire individuals who fit with your culture. By doing so, you can ensure prospective employees will work well with your current employees and management and will have no problem selling your products or interacting with customers.
Additionally, hiring people who are adaptable is essential for retail since it is a fast-paced environment, and things can change from one hour to the next. Identifying open-minded individuals who can adapt to different people, situations and even leadership styles are key. Hiring employees who are passionate about their job and love connecting with people will benefit your eye care franchise.
3. Hire with a Sense of Urgency
The hiring process should be completed with the highest sense of urgency. To maximize the candidate’s time, ask questions to identify if the candidate is a good fit during the first screening call. If you’re interested in a candidate after the first interview, work quickly to schedule the follow-up call.
Bring in another employee or manager to provide an additional perspective during the second interview. The secondary interviewers can be someone in a similar role or another senior staff person. All staff members involved in the interviewing process should prioritize it. To keep the hiring process as streamlined as possible, don’t hold more than two interviews.
4. Ask the Right Questions During the Interview
During the first interview, you should focus on selling the company and showing what you offer as an employer. During the second interview, the candidate will have the opportunity to showcase what they can bring to the company based on the position they’re applying for.
During the interview, it’s crucial to ask experienced-based/behavioral-based questions to assess if the candidate has the right attitude, experience and work ethic needed for the position. By asking specific questions based on typical work situations a candidate might face you can understand how they’d handle different scenarios and get a sense of their behavior.
5. Build an Environment of Trust and Transparency
By leading with trust and transparency, your team will understand that they can express their ideas and feedback in a supportive and professional environment. Senior staff can create this atmosphere by having one-on-one conversations with their team regularly, hosting regular check-ins and getting to know their staff. Once you get to know them, you can lead them the right way. From there, the team will understand their clear expectations, and you can more effectively lead them.
By incorporating these strategies into your hiring process, you’re sure to build the right team for your retail eyewear franchise.
