How to Hire a Great Manager to Run and Operate Your Franchise Business

Hiring a great manager to run your franchised business is a critical decision that can significantly impact the success and growth of your franchise. The right manager can ensure that your brand is represented effectively, operations run smoothly, and customer service is exceptional. In this comprehensive guide, we will explore the key steps and strategies to hire an outstanding manager for your franchised business.


1. Define the Manager’s Role:

Before you start the hiring process, it’s essential to clearly define the role and responsibilities of the manager you’re looking for. Consider the specific needs and requirements of your franchised business, such as:


  • Operational Duties: What are the day-to-day operational responsibilities that the manager will be in charge of? This may include inventory management, staff scheduling, and quality control.


  • Customer Service: Will the manager be responsible for ensuring a high level of customer service and handling customer inquiries or complaints?


  • Financial Management: Should the manager have financial responsibilities, such as budgeting, expense control, and financial reporting?


  • Team Leadership: Does the role involve supervising and training staff members? Define the size of the team and the desired leadership qualities.


  • Marketing and Sales: Will the manager be involved in marketing and sales initiatives, including local marketing efforts to boost the business’s visibility in the community?


  • Compliance and Brand Standards: Is it important for the manager to uphold franchise standards, ensuring consistency with the brand and adherence to franchise agreements?


2. Develop a Detailed Job Description:

With a clear understanding of the manager’s role, create a comprehensive job description. A well-crafted job description should include:

  • A summary of the franchise and its specific location or locations.


  • Details about the role, responsibilities, and key performance indicators (KPIs).


  • Qualifications and experience requirements, such as educational background and relevant work experience.


  • Desired skills and competencies, including leadership, communication, problem-solving, and industry-specific skills.


  • Information about the work environment and any specific challenges or opportunities associated with the role.


  • Compensation and benefits information, including salary, incentives, and any perks.


  • Instructions on how to apply, including the submission of resumes and cover letters.


3. Establish a Recruitment Plan:

Develop a clear and structured recruitment plan that outlines the steps you’ll take to find the ideal manager for your franchised business. Key elements of your recruitment plan include:


  • Sourcing Channels: Identify the channels through which you will source potential candidates. This may include job boards, industry-specific websites, social media, local newspapers, and networking events.


  • Recruitment Timeline: Create a timeline that outlines the start and end dates for each recruitment phase, including the posting of the job vacancy, resume collection, interviews, and the final selection.


  • Selection Criteria: Determine the specific criteria you’ll use to evaluate candidates. This could include a combination of qualifications, experience, skills, and cultural fit.


  • Interview Panel: Select a team of individuals who will be responsible for conducting interviews and assessing candidates. This may include the franchise owner, area manager, or other relevant staff members.


4. Promote the Position:

Once you’ve created the job description and developed a recruitment plan, it’s time to promote the manager position. This involves the following steps:


  • Advertise the Job: Post the job vacancy on various platforms, including online job boards, your franchise website, and social media. Utilize franchise-specific job boards if available.


  • Leverage Employee Referrals: Encourage your current staff members to refer potential candidates. Employee referrals often result in higher-quality candidates who are a better cultural fit.


  • Network in the Industry: Attend industry-related events, conferences, and networking opportunities to connect with potential candidates who are already knowledgeable about the field.


  • Utilize Local Resources: Engage with local job centers, workforce development organizations, and chambers of commerce to tap into the local talent pool.


5. Review Resumes and Applications:

As resumes and applications come in, carefully review each one to identify candidates who meet the job qualifications and requirements outlined in the job description. Focus on the following aspects during the initial review:


  • Relevant Experience: Look for candidates with prior experience in managing or supervising teams, especially in a similar industry or business environment.


  • Skills and Qualifications: Check for relevant skills, qualifications, and certifications that match the job requirements.


  • Consistency with Brand Values: Consider candidates who have experience with or a demonstrated commitment to maintaining brand standards and values.


6. Conduct Structured Interviews:

The interview process is a critical step in finding the right manager for your franchised business. Conduct structured interviews to assess candidates thoroughly. Here’s how to approach the interview process:


  • Initial Screening: Start with a brief phone or video screening interview to assess the candidate’s qualifications, interest in the role, and overall fit.


  • In-Person Interviews: Invite the most promising candidates for in-person interviews. Prepare a list of standardized questions to ask each candidate, focusing on their experience, leadership style, problem-solving abilities, and their understanding of your brand and industry.


  • Behavioral Interviews: Use behavioral interview questions to evaluate how candidates have handled specific situations or challenges in their previous roles. This can provide insights into their problem-solving skills, adaptability, and conflict resolution abilities.


  • Skills Assessment: Depending on the role’s requirements, consider a skills assessment or a task-based test to evaluate the candidate’s practical abilities.


7. Assess Cultural Fit:

The cultural fit between the manager and your franchised business is critical. Consider the following factors to assess cultural fit:


  • Values Alignment: Assess whether the candidate’s values align with the core values of your franchise and the overall company culture.


  • Adaptability: Evaluate the candidate’s ability to adapt to the culture and values of your franchise, as well as any specific brand standards or operational procedures.


  • Team Dynamic: Consider how well the candidate is likely to integrate with the existing team and whether they will positively contribute to the work environment.


  • Brand Commitment: Ensure the candidate is committed to upholding the brand’s reputation and standards.


8. Check References:

Checking references is a crucial step in the hiring process. Contact the candidate’s previous employers or supervisors to verify their work history, performance, and character. Some key considerations when checking references include:


  • Performance and Reliability: Inquire about the candidate’s performance, reliability, and ability to meet deadlines.


  • Communication Skills: Ask about the candidate’s communication skills, both with team members and customers.


  • Problem-Solving and Decision-Making: Determine how the candidate has handled challenges, resolved conflicts, and made critical decisions in previous roles.


  • Work Ethic and Leadership: Assess the candidate’s work ethic, leadership qualities, and ability to motivate and manage a team.


9. Assess Motivation and Long-Term Commitment:

During the interview and reference-checking process, assess the candidate’s motivation and long-term commitment to the role. Look for signs that the candidate is genuinely interested in the position and not just seeking a short-term opportunity.


  • Ask the candidate about their career goals and how this role aligns with their long-term plans.


  • Inquire about their knowledge of your franchise and their reasons for wanting to work in your specific industry.


  • Assess the candidate’s commitment to growth and development within the company, as this can indicate a long-term perspective.


10. Offer a Competitive Compensation Package:

Once you’ve identified the ideal manager for your franchised business, it’s essential to present a competitive compensation package. This package should align with industry standards, the candidate’s experience and qualifications, and the specific responsibilities of the role.


  • Include a competitive base salary that reflects the candidate’s experience and the market rate for similar positions in your industry.


  • Consider offering performance-based incentives, such as bonuses, commissions, or profit-sharing, to motivate and reward exceptional performance.


  • Provide benefits, such as healthcare, retirement plans, and paid time off, to make the position more attractive.


  • Highlight any unique perks or opportunities for growth within your franchise.


11. Onboard and Train the New Manager:

After making a job offer and securing the right manager for your franchised business, focus on a robust onboarding and training process. This ensures that the manager is well-equipped to excel in their role and fully align with your brand standards and operational procedures.


  • Provide comprehensive training on your franchise’s brand, values, and operational protocols.


  • Introduce the new manager to the team and create opportunities for them to build relationships and foster a positive work environment.


  • Set clear expectations and key performance indicators (KPIs) for the manager, and establish regular performance reviews and feedback sessions.


12. Ongoing Support and Development:

Hiring a great manager is just the first step. To ensure long-term success, continue to support and develop your manager throughout their tenure. This includes:


  • Ongoing Training: Provide opportunities for further training, skill development, and industry-specific certifications to enhance the manager’s expertise.


  • Regular Communication: Maintain open lines of communication with the manager to address any challenges, provide feedback, and ensure their needs are met.


  • Encourage Leadership: Empower the manager to take on leadership roles, mentor team members, and contribute to the franchise’s growth and success.


  • Recognize Achievements: Acknowledge and reward outstanding performance to motivate and retain your manager.


Hiring a great manager to run your franchised business is a critical decision that can shape the future of your franchise. By defining the manager’s role, developing a comprehensive job description, and following a structured recruitment plan, you can attract top talent. Assess candidates for their qualifications, cultural fit, motivation, and long-term commitment to your franchise. Offer a competitive compensation package and invest in their onboarding, training, and ongoing development to ensure their success. With the right manager in place, your franchise can thrive and meet its full potential.


For more information on how to staff your franchise business and how to hire a great manager to operate your franchised business, contact Franchise Marketing Systems (FMS Franchise): 


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