Franchise owners have to be experts in hiring. They need to think not only about which candidate is best for their individual location and work environment, but also about who can represent the larger franchise brand.
One way to do this is by asking unique, non–job-related questions that explore who the candidate is as a person. You can learn a lot about an interviewee’s fit for a role, as well as their overall work style and personality, by asking these types of exploratory questions.
Below, four franchise leaders share the best questions to ask of interviewees to determine their passion for the job or industry, their work ethic and their willingness to learn.
Neil Gill, CEO & president, Dogtopia
If your role was so compelling that you chose to only take one day off a month, what would you do with this day?
When you ask this question, you get a sense of the interviewee’s views on their purpose and how self-motivated they are, said Neil Gill, CEO of Dogtopia.
According to Gill, you can also learn if an individual takes responsibility for their own well-being or is productive in their daily lives based on their answers. This can give you a better understanding of how they’ll be as an employee.
“I want driven people on our team that are organized and take personal responsibility for their work-life balance,” he said of his own employees. “In franchising, the entire Support Team should have a leadership mindset and be setting the example of productivity, planning and balance.”
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[Read more: Why Taking Time Off Is Important — Even If You Love Your Job]
Nancy Bigley, CEO, Painting with a Twist
Tell me what your superpower is and why?
This question is a fun way to ask what an individual’s passion or their biggest strength is, said Nancy Bigley, CEO of Painting with a Twist.
“I want a team who is self-reflective and self-aware,” explained Bigley. “I’m looking for them to share the one thing that, when nurtured and focused on, makes them amazing. If the superpower matches the role I’m looking for, it’s usually a great match. If they can laugh and make the answer fun, it’s a bonus.”
Bigley said this question can also help weed out potential employees who may not be as quick on their feet. For instance, she said, it’s a bad sign “if they are a deer in the headlights... and can’t get to an answer.”
Follow Painting with a Twist on Facebook, YouTube, Instagram and Pinterest.
[Read more: Hiring for a Successful Culture]
Jeff Stokes, president, STRIDE
Describe the most significant project or accomplishment you have achieved during your career.
Asking this question holds two purposes, said Jeff Stokes, president of STRIDE.
“First, it allows me to see the passion the candidate displays,” he said. “Is the candidate proud of what they have done and eager to share their accomplishments with me?”
Second, the question gives the candidate an opportunity to be descriptive and specific.
“This allows me to learn a bit more about their previous experience than what is available on their resume,” Stokes told CO—.
Follow STRIDE on Facebook, Instagram and YouTube.
Lee Braun, CEO, president & co-founder, Perspire Sauna Studio
What is the biggest lesson you’ve learned about yourself in the last six months?
It’s important to know an individual’s willingness to learn and what’s present for them before hiring, said Lee Braun, CEO of Perspire Sauna Studio.
“Self-awareness and willingness to grow and evolve are crucial, especially for our fast-paced and growing organization in the wellness space,” Braun explained.
Follow Perspire on Facebook and Instagram.
[Read more: Best Job Interview Questions You Should Ask]
Best practices for interviewers
Besides asking unique, non–job-related questions, there are a handful of best practices interviewers in any industry should follow. Here are a few tips for a successful interview:
- Come prepared by prepping interview questions and making the interview space welcoming to the candidate.
- Be sure you’re staying engaged with the candidate through active listening and eye contact.
- Help candidates shine by seeking clarity in their answers and asking follow up questions.
- At the end of the interview, ask for feedback from interviewees.
Get more tips for finding and onboarding the best candidates for your business in our guide to hiring quickly.
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