Remember when you were in school (for me, it was the Stone-Age), and you anxiously awaited your test results from your teacher?
Would the paper have a gold star, or riddled with red XXX’s?
Some of us are still anxious when doing a test. We’re always afraid of getting the wrong answer. Afraid of failure.
The fear of failure could be the reason that some franchisors are reluctant to use an assessment tool. Why refuse a candidate who has the financial wherewithal and the desire to become a franchisee?
Here’s the scoop – an assessment tool should never be used to “pass or fail” a candidate. Assessment tools should only be used as a guide or a training tool – never as the “end-all-be-all” when selecting a franchise candidate. In fact, assessment tools should only be considered 1/3 of the selection process (1/3 being a structured interview and 1/3 being financial)
For instance, here’s what Linda Engels from Auntie Anne’s had to say regarding our FranchiZe Profile…
“The Profile is sent before the “Day of Discovery.” And the reason we send it before, is that in case there are any scores that may be “red flags” we can ask questions during our time together to potentially address these topics. “
For example, one of the important job-specific behaviors the FranchiZe Profile looks at is “Responsiveness to Customers”. If a candidate has a low score, you can address this issue with the candidate and get your training and support team involved.
Taking a proactive approach saves time, grief and money. Image how much easier would be if you weren’t constantly putting out fires caused by poor performing franchisees!
Assessments also have a hidden talent. If you have a candidate who is unwilling to do an assessment, how likely is it that the candidate will follow your system? Most franchisors tell us that top candidates are eager to do an assessment. It tells them that the franchisor will go the extra mile to ensure a candidate’s success.
By utilizing an assessment tool as part of your selection process, it will only increase the chances of success for your candidate which also increases royalties for you! I liken it to having a crystal ball. Consider it an added bonus if you’re able to address performance issues before they happen, rather than damage control after the problems occur.