Franchise Hiring Solutions Blog

Most franchisees and small business owners struggle to find customer service representatives that can help their organization grow. In the past we’ve shared general hiring tips on how to hire your next employee, but we know that finding a CSR is a unique hiring process. Always remember, CSRs are the face of your business. You need to find savvy individuals who can build a strong rapport with your customers so that they remain loyal to your company for years to come.

If you work in HR at a small business, you know there aren’t enough hours in the day to handle all the items on your task list. Hiring new employees is essential to grow a company, but the amount of paperwork and coordination required to conduct a thorough search for new talent can be overwhelming.

Assisting 4,500 plus franchisees in all of their hiring needs is a big task... but we love a challenge.

To help with this monumental task, Team Hyrell recently attended The UPS Store Convention (or as we like to call it our "Super Bowl" of trade shows), which is held once every two years, and allows us to spend valuable face time with hundreds of franchisees from across the country. This is by far one of our biggest events and it was well worth the time and travel to Dallas, TX, this year!

Growing your business is the #1 goal of being a small business owner. For over 3 years, we’ve worked side by side with national franchisees and we’ve heard it all -- from their struggles of hiring to how they can’t seem to find qualified employees.

Today’s challenge is finding the hidden gem of a candidate that can help you grow your company in a sea full of underwhelming applicants. So stop wasting away your workday and start taking control of your current processes!

Last month, Team Hyrell headed down to Orlando, Florida to meet with Signarama franchisees and the United Franchise Group at the 2014 UFG World Expo. The theme of this year’s Expo was “The Entrepreneur Experience” and the focus was on the franchisees business operators. 

We’ve all been there. In the prime of our youth. Forced to slave away all summer to earn minimum wage. And as a result, we all have stories to tell about our best (and worst) summer jobs.

So to kick off the start of summer, we are re-posting Jimmy Fallon’s latest Hashtag game: #WorstSummerJob. Watch the video from Thursday night’s episode of The Tonight Show and share your own funny summer job stories on twitter with the hashtag: #WorstSummerJob.

Small Business owners receive dozens, and sometimes hundreds, of resumes for each job posting.

And since most small businesses don’t have a professional HR department in place, you may struggle to navigate the hiring process and find the best candidates in such large applicant pools.

For many traditional HR organizations or company managers, paper-based procedures make the process of finding and hiring the right employees even more difficult. Small business owners face the same struggles, so we’ve identified four of the biggest challenges of paper-based recruiting for small business owners and franchisees:

Franchisees and business owners know that it can be a struggle to find top notch talent for their small business. When you need to hire a new employee,you’re often pressed for time and need to make decisions quickly in order keep your business on the right track.

With little to no HR experience, your franchise hiring process can quickly turn into a game of “resume roulette,” with few rules and very little oversight.

Hyrell provides an easy-to-use applicant tracking system for companies of all sizes. But did you know that in addition to our monthly subscription services, we also help thousands of franchisees across the country find the best employees for their small businesses?

Stacks of résumés can be a nightmare for anyone, especially for franchisees and small business owners that wear many hats. Exhausted hiring managers know how challenging it is to find terrific candidates among the crowd of “almost, but not quite qualified” job seekers. Many small business owners think the solution is finding a way to attract more applicants to apply for their job postings with hopes that more qualified job seekers will join the bunch.

But recruitment is really about securing the right applicants, not a sheer quantity of them.