Superior Search - Placement Process
Our Process has been fine tuned over the course of 2+ decades worth of research, experience and results. We have found that treating each search as a project is the best method for a successful outcome. Below you will see an outline of what we do when we partner with franchisors to help them grow their network.
Franchisor Discovery Phase
Franchisor Discovery Phase
- Gather Information to ensure we know the brand inside and out
- Define the criteria for determining the profile of the right potential franchise owner
- Gather selling points utilized to motivate qualified prospective franchise owners to explore the brand
- Understand the Discovery Process of each franchisor to assist in helping prospective franchise owners in moving smoothly through the process
- Understand each franchisors cost structure, Item 19 (if available), Item 20 and other critical areas of the Franchise Disclosure Document
- Know how to address any potential pitfall areas of any given brand to aid the prospective franchise owners in getting questions answered and concerns alleviated
- Establish a proper communication channel with the appropriate franchisor contacts
- Exchange commitments, set expectations and secure contract with client.
- Gather education and work experience from each prospect
- Capture motivation for looking at business ownership or expanding existing business ownership
- Successfully doing the job that you want to have done in your company
- Happy or content in their current situation
- Liked by their boss and peers because of their work ethic and success
- Not looking for a job therefore if they are not contacted directly about your opportunity they won’t know it even exists
- Contact target list (200 – 300 contacts)
- Talk to 70 – 80 people that show some level of interest in the opportunity
- Initial qualifying to narrow the # of candidates to 20 – 30
- Interview and qualify against client needs which narrows the field to 10 candidates that fit and are interested
- Reference check the top 3 – 5 candidates
- Present the top 3 – 5 fully vetted candidates to the Hiring Manager to determine which candidate fits best culturally
- Cover interview availability, compensation requirements, counteroffer and start date with candidate
- Nail down a hiring process that will allow us to attract the best candidates for our clients
- Set interviews (act as the liaison between Hiring Manager and Candidates)
- Coach (Hiring Manager and Candidates) prior to the interviews so that we can help ensure efficient and poignant interviews
- Debrief (Hiring Manager and Candidates) after the interviews to ensure that we get not only feedback but also capture the true emotion and enthusiasm (or lack thereof) that is there right after an interview takes place
- Assist in offer negotiation and presentation to assure candidate acceptance
- Re-cover counteroffer with candidate
- Help candidate create a resignation letter
- Coordinate start date and start the follow up phase
- Follow up with Hiring Manager and Candidate before start date
- Follow up with Hiring Manager and Candidate on start date
- Follow up with Hiring Manager and Candidate post start date