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Whether we know it or not, our lives are often governed by process. Many of the processes we follow feel innate because we acquire them over time, much like we acquire our native language. And just like language, the processes we follow are key to many of our successes, big and small.
To increase agreement signings and improve the quality of new franchisees, make sure you’re managing a recruitment system and process with the essential components. I’d like to suggest that you think about building a winning recruitment program using the Four Pillars approach. Success requires proper implementation and execution in all four areas below. To determine where you may need to focus, consider the following elements of each of the Four Pillars.
In a previous blog, we talked about the importance, based on what the numbers have shown to work, of having repeatable processes. Ideally, this gives you a successful system that is sustainable regardless of specific personnel or other external factors. While this system is built around what we know works, it provides additional benefit for the future. It also creates a controlled environment for new data to to be even more effective at diagnosing the root cause behind the problem areas in your brand.
We consistently see franchise brands failing to meet set recruitment goals for a number of reasons. They may have certain pieces of their recruitment system locked in and functioning well, while other, equally important aspects aren’t being given enough attention.
Despite its decades of history, franchise recruitment is still a burgeoning science that continues to develop all the time. Although advances have been made towards implementing the most effective systems possible, there are still pieces of the puzzle that remain overlooked. One of the bigger ones is the Chief Development Officer (CDO) position and its role within a franchise brand.
A franchise brand looking to expand internationally is going to be faced with several key decisions. There’s more to it than deciding which country you think is the most fun to visit. Different countries come with different language barriers, employment laws, and business customs.
The concept of disruption was introduced in 1995 in an article for the Harvard Business Review by Joseph L. Bower and Clayton M. Christensen. The issue was re-addressed by Christensen a decade later in “What is Disruptive Innovation?” in the same publication. The idea can be applied to your brand concept or to the technology tools that you use to support your business.
We Get Franchise Recruitment.
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Art Coley – 281-658-9409
Jenny Langfeld – 832-257-1561
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